Our client, the oldest and largest family-owned company in their industry, is seeking a contract OCM Lead to play a critical role in leading their Organizational Change during a year+ long ERP implementation project.

Duration: 12 - 15 months
Location: Onsite; Bellevue, WA with some occasional regional travel.
Benefits: Three insurance levels, 401K + match, sick leave, and working with a great company!

The successful candidate will a be an expert in OCM, have experience working in a diverse array of companies, and have experience lead change during ERP implementations.

Role and Responsibilities:

Program Ramp-Up/Vision/Mission Alignment: Lead the initial phase of the program by aligning stakeholders with the program's vision and mission, ensuring a clear understanding of objectives.
Stakeholder Analysis: Conduct thorough stakeholder analysis to identify key influencers and their impact on the change process.
Communications Strategy: Develop and execute a comprehensive communications strategy to keep stakeholders informed and engaged throughout the change journey.
Education/Training Assessment: Assess the educational and training needs of employees to facilitate effective adoption of new processes and systems.
Change Impact Analysis: Analyze the potential impact of change on various aspects of the organization and develop strategies to mitigate risks.
Change Readiness Evaluation, Risk Mitigation Plan: Evaluate the organization's readiness for change and develop a robust risk mitigation plan to address potential challenges.
OCM Strategy and Detailed Project Plan: Develop a detailed organizational change management strategy and project plan to guide the implementation process.
Project Overview Summary (Stakeholder Intro Deck): Prepare a comprehensive overview of the project for stakeholders, ensuring clarity on objectives and expectations.
Communication Delivery Plan - Awareness: Implement a communication delivery plan to create awareness and generate buy-in among employees at all levels.
Build Communication Templates: Create communication templates to streamline the dissemination of key messages across the organization.
Leadership Alignment Session: Facilitate sessions to align leadership with the change initiative and garner their support.
Leadership Engagement Program/Coaching: Engage and coach leadership to effectively lead their teams through the change process.
Program Team Engagement / Rewards & Recognitions: Foster engagement among program teams and implement rewards and recognition initiatives to celebrate milestones.
Communications Execution: Execute communication plans effectively, ensuring timely and accurate information dissemination.
Detailed Change Impact Analysis: Conduct detailed analysis of change impacts on workforce planning and job role design changes.
Workforce Planning / Job role Design Changes: Collaborate with HR and business leaders to plan workforce changes and design new job roles aligned with the change initiative.
Change Network & Super User Program: Establish a change network and super user program to support the adoption of new processes and systems.
Process Education: Develop and deliver educational materials to facilitate understanding of new processes.
Role Mapping / Security Role Support: Map roles and responsibilities to ensure proper access and security in the new system.
Training Planning: Plan training sessions to equip employees with the necessary skills to operate effectively in the new environment.
Training Development: Develop training materials and resources tailored to the organization's specific needs.
User to Course Mapping: Map user needs to appropriate training courses to ensure targeted learning experiences.
TTT (Train the Trainer): Conduct train-the-trainer sessions to empower internal trainers with the knowledge and skills to deliver effective training.
Training Delivery: Deliver training sessions in a clear and engaging manner, ensuring maximum understanding and retention.
Go-Live Readiness / Metrics: Ensure readiness for system go-live and establish metrics to measure the success of the change initiative.
Support / Lessons Learned / Refresher: Provide ongoing support, capture lessons learned, and offer refresher training as needed.
Sustainment Plan: Develop a sustainment plan to ensure long-term adoption and success of the new processes and systems.

Estimated compensation for this role is between $65.00 - $90.00/hr. All experience levels are encouraged to apply.

About Hansell Tierney:
Hansell Tierney is one of the premier staffing and recruiting companies in the Pacific Northwest. Launched in 2001, we are a woman-owned business that serves and staffs Northwest organizations by doing things the right way, not just the easiest way. Hansell Tierney partners with candidates and clients to match the best candidates with interesting local opportunities. We navigate every relationship with the highest level of discretion and service while holding ourselves accountable to our promises. Our business thrives on our deep understanding of the job market and our ability to skillfully tailor our recruitment process to meet our clients’ unique needs.