Organizational Change Manager

Tufts University

Tufts University

Marketing & Communications, IT, Other Engineering, People & HR, Design · Full-time
Somerville, MA, USA · Remote
100,100 – 150,200 USD per year
Posted on Thursday, July 27, 2023


As a leading and internationally recognized research university, Tufts University strives to support our faculty, staff, and students by delivering administrative services that parallel our world-class academic and research excellence.

We are seeking a dynamic Organizational Change Manager to join our multi-year, enterprise-wide administrative transformation initiative to lead all aspects of change management in support of this a once-in-a-generation endeavor.

What You'll Do

Reporting to the Design Practice within TTS (Tufts Technology Services), with strong liaison to the Vice President for Human Resources, the Organizational Change Manager will be an integral member of the core project team, leading the execution of our change management strategy in partnership with functional leaders from Finance, Operations, HR, TTS, Internal Communications, and Directors of Administration from across the university.

This critical initiative has identified a significant number of processes to be re-designed, in advance of selecting and implementing a new Enterprise Resource Planning (ERP) system. The Organizational Change Manager will lead all change efforts through the process redesign work and the implementation of a new ERP system.

The Organizational Change Manager will:

  • Be a committed member of the transformation project core team , working collaboratively with team members throughout each phase of the initiative, informing the core team on change strategy and delivery, contributing to other workstreams as assigned, and ensuring that stakeholder experience remains central in process and technology design.
  • Serve as the change thought leader, staying current on best practices, change frameworks, and delivery models. Offer recommendations on novel approaches for communication, training, and engagement. Modify existing change plan to adapt to shifting needs and priorities, and to incorporate new tools and techniques over the course of the project.

Lead a change management team to:

  • Understand identified stakeholder groups and the potential change impacts for each group. Build cultural awareness of stakeholder needs and concerns, and develop engagement and feedback strategies throughout the process transformation work, technology implementation, and beyond, to ensure understanding and adoption.
  • Build a network of Change Ambassadors, working with core team members and senior leadership to identify candidates who can influence, engage, and inform their units across the university and provide feedback to the project. Manage the efforts of the change network in a matrixed structure, and ensure they have the resources, information and coaching to be an effective high-performing team.
  • Develop a comprehensive communication plan, with Tufts Internal Communications, to include core messages, audience segmentation, effective communication channels and frequency, and regular updates to executive sponsors and leadership. Execute the communication plan in collaboration with project members and the change ambassadors.
  • Identify change impacts, both cultural and role-based, for stakeholder groups and ensure core project team remains aware of these considerations throughout the project. Maintain an inventory of change impacts and level of significance, that will inform communication and training strategies.
  • Develop training strategies and programming in partnership with training groups across the university, to address change impacts, and other process and ERP needs. The approach to training will require “meeting stakeholders where they are” and delivering effective learning opportunities through various approaches and media.
  • Assess stakeholder readiness to identify how knowledgeable and prepared they are for upcoming change. Use data from the assessments to modify communication, engagement, and training activities to address readiness gaps. Determine appropriate measures and tools, and provide reports to leadership and the project team showing both progress as well as any potential problem areas.

What We're Looking For

Basic requirements:

  • Knowledge and experience typically acquired through a bachelor’s degree or equivalent work experience required
  • Minimum of 7 years’ experience in change management roles, with at least 2 years’ experience leading an enterprise-wide change initiative and an indirect change management team
  • Ability to establish and maintain effective working relationships at all levels, influence in a matrixed role, collaborate with team members, and facilitate problem resolution
  • Excellent oral and written communication and presentation skills, adapting communications for different audiences
  • Comfortable managing ambiguity and nimble in adapting to changing needs and priorities
  • Strong organizational skills, including documentation and reporting

Preferred requirements:

  • Professional change management certification from a recognized provider (for example, Prosci)
  • Proven experience with change management models such as ADKAR, McKinsey’s 7-S Framework or other progressive models
  • Project Management experience and certification desired (PMP)
  • Higher education or nonprofit background
  • Experience with Finance and/or HR process transformation
  • Experience with ERP implementation and technology project management concepts
Tufts University is an equal opportunity employer.