Organizational Change Senior Manager

Human Resources | HR Transformation
Same job available in 99 locations

Position Summary

HRST Teams will partner to reimagine how Talent fuels our businesses through customer-centric, digitally enabled talent services. In our approach we strive to be innovative, integrated, and practical to deliver solutions and experiences that align Talent to the firm’s strategy.

The responsibilities of the HRST Talent Culture & Change Management (TCCM) team are to:

  • Drive adoption of transformational and strategic initiatives to execute against the Talent transformation roadmap and against other identified Talent priorities
  • Work across HRST to define, drive, and iterate a coordinated HRST approach to culture and change management
  • Partner with Strategic Integration team and work across portfolio, program, and projects to coordinate culture and change activities with Talent, Business, Consulting, and HRST stakeholders and to support consistent, effective execution Talent Transformation and other Talent Priorities as needed
  • Support HRST and Talent in anticipating and mitigating challenges to change adoption and effective use of technologies
  • Act as a Culture and Change Center of Excellence (CoE) for HRST and the Talent Channel and as a Community of Practice (CoP) for change management professionals embedded in implementation teams
  • Act as a culture and change advisor for HRST and Talent leaders
  • Work with HRST, HRST UX, Talent, and Talent Communications leaders to refine and amplify a clear and compelling vision of the Talent Channel experience and the talent experiences of Deloitte professionals in their engagement with the channel

The Organizational Change Senior Manager will be assigned primary responsibility for tracking and prioritizing Talent Channel OCM needs and assigning and managing the work. The Senior Manager will work closely with HRST Talent Culture & Change Management Leader and key Talent Channel stakeholders to drive consistent delivery of culture & change activities. The Senior Manager will also partner, as a deputy, with the HRST Talent Culture & Change Management Leader to inform the overall culture and change management approach, lead the Talent Culture & Change function, and mentor and develop all those supporting change within and on behalf of Talent.

Job Responsibilities:

Leadership:

  • Serve as deputy to Talent Culture & Change Leader, partnering to develop and drive consistent delivery of culture & change
  • Manage, prioritize, and deliver significant portfolio of work in alignment with Talent priorities, partnering with Talent Communications team and other key stakeholders, while remaining alert to opportunities and adaptable to changing needs and constraints
  • Track and prioritize Talent Channel OCM needs and assigning and managing the work
  • Drive the creation and use of common change and engagement strategies and templates
  • Provide “white glove support” for Talent and Business leaders and build strong working relationships, managing escalations of their concerns, and sharing insights into progress and potential impacts
  • Mentor and develop staff
  • Support creation of an inclusive and collaborative team culture

Change Management:

  • Advise leaders on proactively managing stakeholders, including anticipating and mitigating risks and issues, navigating stakeholder conflicts and prioritization, and facilitating adoption of technology and processes
  • Proactively manage group and individual stakeholder needs and concerns through ongoing engagement, eliciting stakeholder feedback, supporting clear and effective articulation of stakeholder concerns, functional and technical requirements gathering, design, and testing workshops, establish and coordinate stakeholder groups, and analyze stakeholder data
  • Clearly and effectively communicate technical and functional understanding for business leaders, support recruitment of champions, and facilitate adoption
  • Seeks to understand and acknowledge stakeholder views and experiences
  • Plan for contingencies and advise project leaders in managing project communications and stakeholder issues
  • Work with TCC and Strategic Integration (SI) teams to conceive and develop consistent communications, and change and communications strategies/plans that are aligned with Talent strategies and leading practices
  • Provide editorial oversight of technical documents to ensure consistent, relevant, and meaningful messaging, and that language is clear and understandable
  • Monitor communications and change management effectiveness, measure results, and update strategies and plans
  • Serve as the change and communications SME for the service area, functional, and/or project team, providing your expertise and demonstrating its value to project success
  • Actively develop knowledge of the Talent Management Lifecycle and current state service delivery
  • Develop compelling, logically structured presentations and deliverables that will be shared at the Talent and business leadership level
  • Coordinate with other teams across Talent and the Businesses, including Leaders, as appropriate, to understand project implications for other programs, projects, or processes or when subject matter expertise is required
  • Maintain awareness of current business trends, operating conditions, and internal process and practices that have significant impact on Talent programs

Qualifications:

Required:

  • Senior Manager level (CL6) candidate
  • Bachelor's Degree in Business or a related area;
  • Minimum 12 years of professional experience
  • Minimum of 6 years of related experience
  • Creative and curious, with the ability to inspire others and to bring order to chaos
  • Passionate about our talent
  • Strong stakeholder management and influence skills
  • Excellent program/project management skills
  • Ability to think both strategically and tactically, with strong analytical and problem-solving skills
  • Strong communication and facilitation skills
  • Limited sponsorship is available

Preferred:

  • Talent/HR systems background and an extensive, broad network across the Business(es) and/or Talent Channel
  • Possess a practical working understanding of a variety of Deloitte change management methodology and practices, technology adoption, and strategic communications methods and practices, including channel and audience/stakeholder analysis and readiness assessments
  • Possess the ability to advise, to remain unflustered in a crisis, to write quickly and well to produce world-class communications for audiences across channels and levels
  • Experience in large scale change management projects or organizational transformations, including the rollouts of enterprise applications

Our people and culture

Our diverse, equitable, and inclusive culture empowers our people to be who they are, contribute their unique perspectives, and make a difference individually and collectively. It enables us to leverage different ideas and perspectives, and bring more creativity and innovation to help solve our client most complex challenges. This makes Deloitte one of the most rewarding places to work. Learn more about our inclusive culture.

Professional development

From entry-level employees to senior leaders, we believe there’s always room to learn. We offer opportunities to build new skills, take on leadership opportunities and connect and grow through mentorship. From on-the-job learning experiences to formal development programs, our professionals have a variety of opportunities to continue to grow throughout their career. Learn more about our commitment to developing our people.


As used in this posting, "Deloitte" means Deloitte Services LP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or protected veteran status, or any other legally protected basis, in accordance with applicable law.

Requisition code: 44275

SCAM ALERT

Caution against fraudulent job offers!

We have been informed of instances where jobseekers are led to believe of fictitious job opportunities with Deloitte US (“Deloitte”). In one or more such cases, false promises of actual or potential selection, or initiation or completion of the recruitment formalities appear to have been or are being made. Some jobseekers appear to have been asked to pay money to specified bank accounts of individuals or entities as a condition of their selection for a ‘job’ with Deloitte. These individuals or entities are in no way connected with Deloitte and do not represent or otherwise act on behalf of Deloitte.

We would like to clarify that:

  • At Deloitte, ethics and integrity are fundamental and not negotiable.
  • We are against corruption and neither offer bribes nor accept them, nor induce or permit any other party to make or receive bribes on our behalf.
  • We have not authorized any party or person to collect any money from jobseekers in any form whatsoever for promises of getting jobs in Deloitte.
  • We consider candidates on merit and that we provide an equal opportunity to eligible applicants.
  • No one other than designated Deloitte personnel (e.g., a Deloitte recruiter or Deloitte hiring partner) is permitted to extend any job offer from Deloitte.

Anyone who at any time has made or makes any payment to any party in exchange for promises of job or selection for a job with Deloitte or any matter related to this (including those for ‘registration’, ‘verification’ or ‘security deposit’) or otherwise engages with any such person who has made or makes fraudulent promises or offers, does so (or has done so) entirely at their own risk. Deloitte takes no responsibility or liability for any such unauthorized or fraudulent actions or engagements. We encourage jobseekers to exercise caution.