Organizational Change Manager The Organizational Change Manager (OCM) enables leaders and projects realize their objectives by increasing employee adoption and minimizing resistance and reviewing the changes to business processes, systems and technology, job roles and organization structures. Creates and implements change management strategies that maximize employee adoption and usage and minimize resistance. Works to drive faster adoption, higher utilization, and greater proficiency of the changes that impact employees to increase benefit realization, value creation, ROI, and the achievement of results and outcomes. Competencies * Core Values: One Comerica. The Customer Comes First. The Bigger Possible, A Force for Good. Trust, Act, Own. * Positional Competencies: Dealing with Ambiguity, Comfort Around Higher Management, Managerial Courage, Personal Savvy, Perspective, Planning, Political Savvy. Possible Responsibilities Apply change management methodology * Apply structured methodology and lead change management activities. * Assess the change impact. * Complete assessments. * Identify, analysis prepare risk mitigation tactics. * Identify and manage anticipated resistance. * Consult and coach project teams. * Create key deliverables: communication plans, sponsor roadmap, coaching plan, training plan, and resistance management plan. * Integrate change management activities into project plans. * Evaluate and ensure employee readiness. * Track and report issues. Enable and influence other roles in change management techniques so that they own and execute change management plans * Train senior leaders, managers, project leads, and employees how to drive or lead change. * Support communication efforts. * Influence, support and engage senior leaders. * Coach managers and supervisors. * Create networks of change agents and navigators that enable change from the bottom-up. Manage the project portfolio and change load * Assess and communicate the change impact of the annual project portfolio and any ad hoc projects. * Assess and provide an enterprise view (heatmap) of change impacts by LOBs and/or key roles. Equal Opportunity Employer Minorities/Women/Protected Veterans/Disabled