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Our client is looking for a Senior Change Practitioner within the Financial Project Management Office
Job Posting Start Date: 2025-11-03
Job Posting End Date: 2026-05-02
Location: 100% Remote Site: Calgary Who you are:
As a Senior Change Practitioner within the Financial Project Management Office (Finance PMO) team, you play a critical role in driving transformative change within the organization. Working closely with the project team, you focus on guiding the organization through strategic shifts, ensuring that changes are smoothly integrated, and achieving desired outcomes. What You Will Bring:
Proven experience in Change Management or a similar field within complex organizational settings.
Demonstrated ability to craft clear, persuasive communications and develop engaging PowerPoint presentations, with a strong proficiency in storytelling and visual data representation to support change initiatives.
Demonstrated ability to influence without authority
Data driven decision making
Strong understanding of change management principles, methodologies, and tools.
Exceptional communication skills with the ability to articulate messages to various audiences.
Leadership and coaching skills to support and guide senior leaders and executives.
Ability to assess and address the impacts of change on different stakeholder groups.
Experience in developing and implementing communication strategies and change management plans.
Skilled in risk management and scope definition to align change management with project objectives.
Demonstrated ability to conduct readiness assessments, manage stakeholder impacts, and create training strategies.
Strategic thinking with the capability to see the big picture and remain detail-oriented.
Academic qualifications in a relevant field, such as a degree in Organizational Development, Psychology, Business Administration, or related area.
Relevant certifications in Change Management, such as Prosci ADKAR or similar, are highly desirable.
Experience with Operating Model design and deployment is an asset
What You Will Do:
Conduct a Change Impact Assessment: Systematically analyze the differences between the current and future state operating models to identify specific impacts on roles, processes, technology, and organizational structure for all stakeholder groups.
Develop a Stakeholder Engagement Plan: Create and execute a strategy to identify, analyze, and proactively communicate with key stakeholders, ensuring their input is gathered and their concerns are addressed throughout the project lifecycle.
Build our Change Management Strategy: Design the overall approach for change, including the required change activities, resources, metrics, and governance structure, to ensure adoption and sustained behavior change.
Collaborate with our Communications team to create and execute the Communications Plan: Develop tailored messaging and materials (e.g., town halls, newsletters, FAQs) to clearly articulate the 'why,' 'what,' and 'when' of the new operating model to different audiences.
Design and Manage the Resistance Management Strategy: Proactively identify potential sources of resistance, develop targeted interventions, and equip managers with the skills and scripts needed to address employee concerns.
Co-Develop the Training Strategy and Content: Work with Subject Matter Experts (SMEs) to define the new skills and knowledge required, oversee the creation of training programs, and ensure successful delivery to impacted employees.
Define and Track Change Readiness Metrics: Establish measurable goals and KPIs for adoption (e.g., training completion, proficiency scores, system utilization) and regularly assess the organization's readiness for the transition.
Coach and Advise Project Sponsors and Leaders: Provide guidance to executive sponsors and senior leaders on their visible role as change champions, helping them effectively model the desired behaviors and reinforce the change.
Integrate Change Activities with Project Management: Ensure change activities are fully embedded into the project plan and schedule (e.g., go-live readiness) to mitigate people-related risks and delays.
Measure and Sustain Adoption Post-Implementation: Conduct post-go-live surveys and focus groups to measure adoption rates, address remaining gaps, and establish mechanisms for reinforcement and long-term sustainment of the new operating model.
Serve as a communication bridge between project teams, leadership, and the wider organization, ensuring transparency throughout the change process.
Monitor and control project scope, managing risks and aligning change efforts with strategic objectives.
Facilitate a smooth transition to the Change Management Office post-project, emphasizing sustainable change and continuous improvement
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