Senior Consultant Organizational Change Management

ABOUT THE ROLE

Argano's Business Consulting practice partners with organizations to design, optimize, and transform how work gets done — connecting strategy to execution by ensuring the people side of change is never an afterthought. As a Lead OCM Consultant, you will own the change management workstream on complex client engagements, leading the strategies, plans, and interventions that drive real adoption and help people move through change successfully.

This is a senior practitioner role — not a project coordinator. You will work directly with executives and senior leaders, coaching them to play their sponsorship roles effectively. You will design and execute stakeholder engagement plans, impact assessments, communications strategies, and training frameworks. You will also serve as a subject matter authority within Argano's community of practice, developing colleagues and contributing to the methodologies that define how we deliver OCM.

Typical engagements include ERP and enterprise technology implementations, operating model redesigns, organizational restructuring, process transformation programs, and post-merger integration — across a range of industries and client environments. You will work across one or more concurrent engagements at any given time.

WHAT YOU'LL DO

Engagement Planning & Delivery

▸ Partner with Engagement and Project Managers to translate high-level plans into detailed OCM workplans and inventories of required deliverables — ensuring the change management workstream is integrated, sequenced, and resourced from day one

▸ Apply Argano's LIFT delivery methodology and incorporate key learnings from prior engagements to build change strategies uniquely fitted to each client situation

▸ Establish strong working relationships with client business leaders, project sponsors, and functional stakeholders — building trust that makes OCM work possible

▸ Work across one or more concurrent projects at one or more clients — maintaining quality, pace, and stakeholder confidence throughout

Change Strategy & Stakeholder Engagement

▸ Lead the design and execution of change management strategies and plans that maximize employee adoption, minimize resistance, and accelerate time to proficiency

▸ Conduct change impact assessments across affected roles, processes, systems, and organizational structures — translating findings into targeted intervention plans

▸ Develop and maintain stakeholder analysis and engagement plans — identifying change champions, resistance risks, and influence strategies by group

▸ Help clients understand and articulate the value of investing in the people side of change, including changes to business processes, systems and technology, job roles, and organizational structures

▸ Identify and assess organizational readiness for change throughout the engagement — surfacing risks early and adjusting the plan accordingly

Executive Coaching & Sponsorship

▸ Act as a trusted advisor and coach for senior leaders and executives, helping them understand and fulfill their role as active, visible change sponsors

▸ Prepare leaders to communicate change effectively — providing messaging frameworks, talking points, and facilitation support for key leadership moments

▸ Build leadership alignment and engagement around the change — helping executives model the behaviors the organization needs to see

▸ Navigate organizational politics and resistance at the leadership level with maturity and credibility

Communications

▸ Design and execute end-to-end communications strategies that reach the right audiences with the right message at the right time

▸ Develop communications plans, calendars, and content — from executive announcements to front-line manager briefings to system-user notifications

▸ Write, review, and refine communications across multiple channels — email, town halls, intranet, video, and manager talking points

▸ Measure communication effectiveness and adjust approach based on audience feedback and engagement signals

Training & Enablement

▸ Provide input to the design and development of training strategies, approaches, and programs aligned to the change and the affected audience groups

▸ Define training needs by role and persona — ensuring training content addresses both the 'how' of the new system or process and the 'why' of the change

▸ Support the design, development, and delivery of training programs in collaboration with instructional designers, subject matter experts, and technology teams

▸ Develop or support the development of job aids, quick reference guides, and sustainment tools that support adoption beyond the initial training event

Practice Development & Capability Building

▸ Actively contribute to the development and continuous refinement of Argano's OCM methodologies, tools, templates, and accelerators

▸ Lead and champion a defined set of OCM leading-practice capabilities within the community of practice — teaching and enabling colleagues to deploy them effectively on client engagements

▸ Mentor junior OCM practitioners and analysts through direct project collaboration and structured coaching

Business Development

▸ Build trusted relationships with client leaders that generate expansion opportunities and long-term partnerships

▸ Contribute to proposals and business development pursuits by bringing OCM expertise, scope definition capability, and a track record of measurable adoption outcomes

▸ Participate in thought leadership and knowledge-sharing activities that strengthen Argano's market position in OCM

Travel
Up to 50% travel to client sites, depending on project phase and engagement requirements — typically higher during assessment, design workshops, and go-live support phases

QUALIFICATIONS

Education

▸ Bachelor’s degree preferred; psychology, organizational behavior, communications, business, or HR disciplines are strong fits

▸ Advanced degree (MBA, MS in Organizational Development, I/O Psychology, or related field) is an advantage

▸ Prosci ADKAR certification or equivalent change management certification is strongly preferred

▸ Additional relevant credentials — CCMP, Kotter, LaMarsh, or similar — are valued

Required Experience

▸ 5+ years of hands-on organizational change management experience on complex, enterprise-scale transformation programs

▸ Demonstrated end-to-end OCM delivery capability — from change strategy through stakeholder engagement, communications, training, and sustainment

▸ Proven experience working directly with senior executives as an OCM coach and advisor — not just as a communications or training executor

▸ Solid understanding of how people go through change — the psychology, the resistance patterns, the adoption curve, and what actually moves people from awareness to commitment

▸ Demonstrated ability to build and maintain strong relationships across all levels of an organization, from front-line employees to C-suite executives

▸ Experience on large-scale organizational change efforts — enterprise technology implementations, process transformation, restructuring, or post-merger integration

▸ Strong written and verbal communication skills — ability to craft clear, compelling, audience-appropriate messaging and to present confidently to senior stakeholders

▸ Ability to influence without formal authority, navigate ambiguity, and move diverse groups of stakeholders toward a common goal.

Preferred Experience

▸ Experience delivering OCM on enterprise technology implementations — system agnostic (ERP, HCM, CRM, SCM, or other platforms)

▸ Familiarity with instructional design principles and adult learning theory — ability to contribute meaningfully to training design conversations

▸ Experience with stakeholder analysis and engagement tools, change readiness assessments, and resistance management frameworks

▸ Background working across multiple industries — manufacturing, consumer goods, financial services, life sciences, retail, or public sector preferred

▸ Experience managing or leading a small OCM team or workstream (4+ people)

▸ Comfort working in environments where the OCM methodology needs to be built, not just applied — able to design the approach, not just follow a playbook

 WHAT WE'RE LOOKING FOR

Beyond the qualifications, we are looking for someone who:

▸ Leads with empathy — genuinely understands what it feels like to be on the receiving end of change, and designs interventions with real human experience in mind

▸ Earns credibility fast — can walk into a room of skeptical executives and quickly establish the trust and authority needed to coach effectively

▸ Communicates with precision — knows that the right message, to the right audience, at the right moment is what moves people, and designs every communication with that in mind

▸ Operates as a strategic partner, not a support function — understands the business objectives driving the change and connects OCM activities directly to those outcomes

▸ Is comfortable with ambiguity and resistance — doesn't need perfect conditions to do good work, and doesn't take resistance personally

▸ Develops others — genuinely invested in making junior practitioners better, and in building a stronger OCM practice at Argano