What are the responsibilities and job description for the Organizational Change Management (OCM) Leader position at Steneral Consulting?
Job Title: Level 3 Specialist(Organizational Change Management (OCM) Leader)
Location: Albany, NY (50% On-Site Requirement Relocation Required).
Experience: 7
Duration: 25 Months
Roles & Responsibilities:
The Organizational Change Management (OCM) Leader for the NYS Integrated Eligibility system (IES) program will play a vital role in ensuring the successful adoption of new systems and processes. Their primary responsibility will be to focus on managing the people side of change to achieve the objective of the IES program. Other duties and responsibilities include:
Change Management and Training Strategy
- Design, develop, and Implement the NYS IES organizational change management strategy.
- Develop actionable and targeted change management plans.
Stakeholder Engagement
- Identify and analyze stakeholders across the program, understanding their needs, concerns, and influence.
- Develop and maintain strong relationships with key stakeholders to ensure buy-in and support for the change.
Change Impact Analysis
- Conduct impact analyses to understand how changes in the integrated eligibility system affect different parts of the State and local organizations and its external stakeholders.
- Work with the project team to identify potential people-related risks and anticipated points of resistance, and develop specific plans to mitigate or address the concerns.
Communication
- Communicate and manage the voice of the customer (VOC).
- Develop and implement a communication strategy that includes a plan for communicating the changes to all stakeholders in a clear, concise, and timely manner.
- Communicate complex role, process, and technology changes early.
- Prepare materials and presentations for communicating change-related information at various forums and through different mediums.
Training and Support
- Assess training needs based on the changes being implemented.
- Develop a training strategy and plan that ensures all users have the knowledge and abilities to operate the new system effectively.
- Develop and delivery training and reference material.
- Provide support and resources for users post-implementation to ensure continued success and adoption.
Change Readiness and Adoption
- Conduct readiness assessments to gauge the State and local organizational preparedness for change.
- Develop and implement plans to increase engagement and adoption rates among users, ensuring they are prepared for the changes.
Leadership and Team Building
- Direct organizational change management and training efforts and the delivery of business process re-engineering for adopting the IES applications and resulting business process changes at the State and local level.
- Lead IES change initiatives and provide direction and support to the change management team, ensuring they are aligned and working effectively towards the program objectives.
- Work closely with project leaders and executives to integrate change management activities into the overall project plan.
Monitoring and Evaluation
- Establish metrics to assess the effectiveness of the change management programs, communications, and training.
- Monitor the progress of change initiatives, evaluating the effectiveness of change management strategies and adjusting as needed.
- Collect and analyze feedback from users and stakeholders to gauge satisfaction and identify areas for improvement.
Sustainability
- Ensure that changes are effectively integrated into the NYS OTDA and SSD culture and regular operations.
- Develop strategies for reinforcing and sustaining the changes, including measuring long-term effectiveness and impact.
Reporting
- Prepare and deliver reports on the status of change management activities, including challenges, successes, and lessons learned to OTDA and IES executive leadership.
- Communicate key insights and findings to senior management and other relevant stakeholders.
Continuous Improvement
- Continuously seek ways to improve change management practices and strategies within the organization.
- Stay informed on best practices and emerging trends in change management and integrated eligibility systems.
Additional Information
- The OCM Leader must exhibit strong leadership, communication, and analytical skills.
- They must be adept at navigating the complexities of NYS government operations and be sensitive to the diverse needs of stakeholders involved in or affected by the integrated eligibility system program.
- Their ultimate goal is to facilitate a smooth transition and ensure that the new system or process is adopted effectively, minimizing disruption, and maximizing benefits for all involved.
- Travel may be required up to 20% and overnights will be limited, mostly day trips to the 58 Social Service Districts within NYS, travel will be by car or train.
Mandatory Qualification
(PASS/FAIL)
- Level III- More than seven (7) years of experience working on complex projects with 2 or more years in a leadership role as a Specialist
- More than 7 years of experience in Organizational Change Management (OCM) for state human service eligibility systems, including leading large-scale initiatives focusing on people, process, and technology transformations within public sector or government environments, including defining strategies for stakeholder engagement, creating communication plans, conducting readiness assessments, and creating and delivering training plans.
- More than 7 years' experience in applying industry standard change management principles, methods and tools, and developing key performance metrics to assess impact and effectiveness.
Additional Qualifications:
- At least 5 years of hands-on experience in the human service domain (e.g., SNAP, HEAP, PA, Child Care) and experience with IT-driven OCM projects.
- At least 7 years' experience working on an OCM project in the human service domain that is federally funded, aligning to federal requirements prior to implementation. Examples include testing, deployment, and pilot requirements and federal program specific requirements.
- At least 7 years implementing change for "external stakeholders". Examples include County, state, federal entities that are not designated as a sponsor of the project.
- At least 7 years working on IT driven OCM projects, utilizing industry change management lifecycle methodologies and standards.
- At least 5 years' experience managing deliverables-based vendors on projects.
- Advanced degree or certification in change management (e.g., Prosci Certified Change Practitioner).
- Experience defining strategies for stakeholder engagement, creating comprehensive communication plans, conducting readiness assessments, developing, and delivering training plans, and managing risk.
