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The Enterprise Change Manager (ECM) leads the planning and execution of change management for enterprise-wide initiatives, ensuring seamless transitions that drive adoption, minimize disruption, and accelerate value realization. Acting as a senior counterpart to Project and Program Managers, the ECM applies proven methodologies—including Prosci’s ADKAR model—to design and deliver integrated change strategies. The ECM engages early in the initiative lifecycle, partnering with Strategy, Data, and Project Management teams to shape business cases, assess change impacts, and align change readiness across the organization. This role maintains the enterprise change calendar, orchestrates cross-functional change networks, and serves as a trusted advisor and advocate to executives, people leaders, and frontline teams, ensuring alignment between strategic objectives and human experience.

With a focus on enterprise agility, culture transformation, and sustainable adoption, the ECM champions a people-centered approach to change that enhances organizational resilience and performance. The ECM also collaborates closely with IT, HR, Communications, and Member Experience teams to ensure that change efforts are inclusive, compliant, and aligned with both internal operations and member-facing outcomes. By guiding and empowering a network of change agents across the enterprise, the ECM helps scale change capability and foster a culture of adaptability and continuous improvement.

1) Change Strategy Development and Execution: Develops and executes comprehensive change management strategies for enterprise initiatives, ensuring alignment with organizational goals, stakeholder needs, and change readiness. Applies structured methodologies (e.g., Prosci, Kotter, McKinsey 7-S) to drive adoption and minimize resistance. Ensures proper policies, procedures, risk mitigation activities, and operating controls are followed. Reports gaps in policies, procedures, and operating controls to leadership to ensure member impact and risk is mitigated. (25%)

2) Executive, PMO, and Strategy Partnership: Partners with executive sponsors, the Project Management Office (PMO), Strategy teams, and initiative leaders and SMEs to influence change leadership, build sponsorship, and embed change capability across the organization. Provides coaching and advisory support to leaders and change agents to ensure alignment between strategic intent and human impact. (20%)

3) Change Impact and Readiness Assessment: Conducts change impact assessments and readiness analyses, identifying risks, stakeholder concerns, and organizational capacity. Develops mitigation plans and readiness activities to ensure successful transitions. (15%)

4) Communication and Engagement Planning: Designs and implements communication and engagement plans in collaboration with HR, Communications, and business units. Ensures messaging is timely, targeted, and aligned with the organization’s culture and strategic direction. (15%)

5) Change Portfolio and Calendar Management: Maintains and governs the enterprise change calendar of change events, ensuring visibility into initiative timing, change saturation, and organizational capacity. Collaborates with the PMO and Strategy teams to assess cumulative impacts and recommend adjustments to initiative sequencing and prioritization. (10%)

6) Measurement and Value Realization: Defines and tracks change-related performance metrics, including adoption, engagement, and business outcome KPIs. Partners with initiative owners to ensure change efforts contribute to value realization and ROI. (10%)

7) Continuous Improvement and Change Maturity: Continuously improves change management practices and tools, incorporating lessons learned, stakeholder feedback, and emerging best practices to increase enterprise change maturity. (5%)

Required Skills

1) Bachelor’s degree in Organizational Development, Business Administration, Communications, Human Resources, Psychology, or a related field is required; relevant alternate experience/certifications could be considered. A Master’s degree is a plus.

2) Minimum of 7 years of progressive experience in change or project management, organizational development, or transformation leadership, with a proven track record of leading enterprise-level change initiatives.

3) Prosci Certified Change Practitioner or equivalent industry-recognized certification (e.g., ACMP CCMP) is required. Additional certifications such as Certified Professional Facilitator (CPF), ATD Master Trainer, or other facilitation and training credentials are preferred, along with project management certifications (e.g., PMP, Agile, SAFe).

4) Demonstrated experience partnering with PMO, Strategy, HR functions, Corporate Communications, IT, Member Experience, and executive leadership to align change strategies with enterprise goals and drive successful outcomes.

5) Strong knowledge of change management methodologies and frameworks, including ADKAR, Kotter’s 8-Step Process, Bridges’ Transition Model, and McKinsey 7-S, with the ability to tailor approaches to organizational context.

6) Proven ability to lead change impact assessments, readiness planning, stakeholder engagement, and communication strategies across complex, matrixed environments.

7) Experience building and sustaining change agent networks or communities of practice to scale change capability across the enterprise.

8) Exceptional interpersonal, facilitation, and coaching skills, with the ability to influence at all levels of the organization and navigate ambiguity with confidence.

9) Strong analytical skills and comfort with data, including the ability to interpret change readiness metrics, adoption KPIs, and business impact data to inform strategy and reporting.

10) Strong understanding of WPCU’s compliance, information security, risk, and regulatory frameworks, with experience supporting audit readiness and policy alignment.

11) Proven ability to collaborate with frontline teams and member-facing functions, ensuring that change efforts are inclusive, practical, and aligned with service delivery goals.

12) Proficiency in change management tools and platforms (e.g., Prosci tools, ADKAR assessments, stakeholder mapping), and collaboration technologies (e.g., Microsoft 365, Miro, Smartsheet, SharePoint, or similar).

13) Demonstrated ability to be forward-thinking, adaptable, and change-oriented in a dynamic, transformation-driven environment.

Required Experience