Job Details
Arrangements: Hybrid, in-office 2 days a week.
About the Role
The NY Work Execution Change Management Lead will lead the people side of change for a portfolio of digital, process, and operational initiatives across New York Work Execution. The role will ensure that new tools, processes, data, capabilities, and ways of working are understood, adopted, and sustained by frontline employees, supervisors, managers, and operational leaders.
This is a hands-on, delivery-focused role that will partner closely with Product, Strategy, Program, Capital Delivery, and Operations departments as well as business leaders. The successful candidate will translate complex or evolving solutions into practical actions, build readiness for deployment, and use feedback and performance data to improve adoption and business outcomes.
Key Accountabilities
Change Strategy and Integration
Own and lead the end-to-end change management approach for assigned NY Work Execution initiatives, aligned with business priorities, program objectives, delivery roadmaps, and audience needs.
Apply a structured change management methodology to assess organizational, process, technology, role, and behavioral impacts.
Integrate change activities, milestones, dependencies, and risks into overall project and product plans.
Maintain a coordinated roadmap of changes affecting Work Execution audiences and partner with other change teams to manage overlap, sequencing, and cumulative change impacts.
Translate strategic goals and solution decisions into clear, practical guidance on what is changing, what is staying the same, and what employees and leaders are expected to do differently.
Stakeholder, Sponsor, and Leader Enablement
Build trusted relationships with senior leaders, managers, supervisors, frontline employees, sponsors, unions, and cross-functional partners.
Coach sponsors and people leaders on their role in communicating, modeling, and reinforcing change.
Develop stakeholder and workforce segmentation, including operational personas, to tailor engagement to audience needs, work environments, and communication preferences.
Facilitate working sessions, readiness reviews, and decision forums that create clarity, surface concerns, and drive alignment.
Establish two-way feedback loops to gather user insight, identify emerging concerns, and inform changes to the solution, deployment approach, and enablement plan.
Communications, Engagement, and Resistance Management
Create and deliver targeted communications, engagement plans, sponsor roadmaps, leader talking points, toolkits, coaching plans, and resistance management plans.
Develop clear, consistent messages that connect the case for change to day-to-day operational work and expected business outcomes.
Identify people-side risks, resistance, and performance gaps early; recommend and implement practical mitigation and corrective actions.
Recognize progress and establish reinforcement mechanisms that help sustain new behaviors and ways of working.
Deployment Readiness, Training, and Adoption
Lead change readiness planning for pilots, deployments, rollouts, and post-go-live stabilization across New York.
Ensure impacted leaders and users are informed, prepared, trained, and supported at the right time.
Partner with Product, and operational teams to define role-based learning needs and develop practical training and enablement materials.
Coordinate training and support with deployment sequencing and reinforce learning through coaching, job aids, office hours, and post-go-live support.
Adjust the change approach using deployment insights, business readiness, user feedback, and operational performance.
Measurement and Continuous Improvement
Define and track practical measures of awareness, readiness, adoption, utilization, proficiency, and sustainment.
Analyze qualitative and quantitative data to identify adoption risks, performance gaps, and opportunities for intervention.
Provide concise, actionable status reporting and recommendations to program and operational leadership.
Capture lessons learned and share leading practices to strengthen future deployments and the broader change capability.
Work Environment
This role is based in New York and operates in a hybrid environment. Regular in-person engagement and travel to operational locations across the state will be required to build relationships, observe how work is performed, gather frontline insight, and support deployments.
Qualifications and Experience
Bachelor s degree in business, organizational development, communications, project management, or a related field preferred.
Three years of relevant experience leading organizational change, business transformation, digital adoption, or operational improvement initiatives; equivalent practical experience will be considered.
Demonstrated experience leading change across complex, matrixed organizations and working with frontline and field-based operational teams.
Experience in energy utilities, infrastructure, construction, or a similarly complex and safety-focused environment preferred.
Experience working with union-represented employees and supporting labor engagement strategies is desirable.
Working knowledge of project, product, and change management approaches, tools, and lifecycle phases.
Professional qualifications and accreditations in Change Methods (Prosci, ACMP etc, is beneficial.
Core Capabilities
Strong leadership, facilitation, stakeholder engagement, coaching, and influencing skills.
Exceptional written, verbal, presentation, and active listening skills.
Ability to translate ambiguity and complex solution details into clear, actionable direction for varied audiences.
Sound judgment in determining the depth, pace, and type of change support required.
Strong analytical and problem-solving skills, including the ability to use data to assess readiness, tell a concise story, and recommend action.
Ability to collaborate effectively at all organizational levels and deliver through others without direct authority.
Proficiency with Microsoft Office applications and hybrid collaboration tools.
