Organizational Change Management (OCM) Manager

Job Summary

As the Manager, Organizational Change Management (OCM), you are responsible for leading the people side of change for strategic initiatives and enterprise-wide transformations including process re-engineering, business operating model implementations, ERP implementations, platform implementations and digital transformations.

This role requires experience, expertise and balance in both strategy and execution pull-through from intake thru adoption. Role will be accountable for the design and execution of change strategies that enable adoption, sustainment, and realization of business outcomes.

The OCM Manager partners closely with Vertiv leadership, IT leadership, business leaders, program teams, and functional stakeholders to ensure changes are understood, embraced, and embedded into daily operations and deliver measurable outcomes. Strong background in organizational change management strategy and execution required.

Key partnerships include IT, Global Process Owners, Sales, HR, Growth & Strategy, and others.

Travel: upwards of 25% domestic and international.

Key Responsibilities

Change Strategy & Planning

• Develop and execute comprehensive change management strategies aligned to business objectives
• Assess change impacts and organizational readiness across people, processes, and behaviors
• Define and manage change plans including stakeholder engagement, communications, training, and adoption metrics
• Design and manage key enabling change strategy deliverables including, but not limited to: stakeholder analysis, communication strategy & plans, learning plans

Adoption, Measurement & Sustainment

• Define and track adoption, engagement, and readiness metrics
• Identify resistance and risks, implementing mitigation strategies
• Support sustainment planning to embed new ways of working into culture, processes, and performance management
• Align change efforts with HR, Communications, Operations, and other enabling functions
• Contribute to OCM standards, tools, and continuous improvement practices

Requirements

• Undergraduate Degree in Business Administration, Organizational Development, or a related field.
• Master’s Degree in the above preferred.
• 6+ years of Organizational Change Management strategy and execution for large-scale, complex, global transformation initiatives in a fast-paced, matrixed organization from execution thru adoption. This includes developing and implementing a comprehensive strategy, development/management of tools and frameworks, along with frameworks for adoption and metrics.
• Proven track record with process redesign.
• Proven track record of adoption planning, metrics and value realization to measure change impact business case benefits.
• Prosci certification.
• Ability to influence across all levels of the organization, building relationships at all levels.
• Deep expertise in designing and implementing change strategies that deliver measurable business outcomes and align with organizational goals.
• Advanced understanding of change management methodologies such as, but not limited to, Kotter, Prosci, ADKAR, as well as process improvement frameworks like LEAN/Six Sigma and Agile.
• Strong ability to collaborate across all levels and with executive leadership, influence decision-making, and foster alignment across diverse teams and geographies.
• Exceptional communication and interpersonal skills, with the ability to build trust, inspire collaboration, and navigate cultural and geographic diversity.
• Experience in data-driven decision-making and leveraging analytics to guide strategy and measure success.
• Experience navigating a global organization.
• Certifications in project management (PMP), or process improvement (LEAN/Six Sigma) preferred.
• Consulting background working with a variety of clients and transformation initiatives preferred.
• This role is in the office 5 days per week with the potential for domestic/international travel upwards of 25% annually.

Key Success Measures

• Adoption and sustainment of change aligned to business outcomes
• Leader and stakeholder confidence in change execution
• Reduced resistance and faster realization of intended benefits
• Strong integration of people, process, and technology change