The Change Enablement Analyst Lead is responsible for leading a high performing analyst team and developing and implementing change enablement strategies and plans that maximize employee adoption and usage that obtain sustainable outcomes in support of the corporate vision and business transformation. The Lead will take ownership of key deliverables and planning on all types and sizes of transformational projects by utilizing strong project management discipline to manage change and communication activities, timelines, setting expectations, execution, mitigating risks, and resolving issues. The Lead will work to drive faster adoption and proficiency with the changes that impact employees, to ensure the improvements will increase benefit realization, value creation, ROI and the achievement of results and outcomes.
The Change Enablement Analyst Lead works closely with the Enterprise Change Lead to support the evolution of the enterprise model and approach to change enablement within the practitioner group and throughout the business by setting direction and promoting the strategy. The ideal candidate will be a strategic thinker and quick learner who can juggle multiple priorities, will proactively make connections with partners across the business and can make decisions even when there are areas of ambiguity.
The role will work closely with the Project Manager/Project Management Office to integrate change management activities into project plans and will act as an advisor/coach to the Project Manager/Project Management Office and supporting project team to assist in overall success. Activities will include the design and development of team building within project teams with a focus on strengthening relations and trust. The Change Analyst Lead will act as a coach/advisor to senior leaders and executives as needed related to their role as change sponsors and may also provide direct support and coaching to all levels of leadership as they support and prepare their direct reports for any given transition.
PRIMARY DUTIES AND RESPONSIBILITIES
1. Change Enablement Project Support. Provide change leadership on multiple small to large sized transformational projects simultaneously. Responsible for the development and execution of the Change Strategy and Plan for projects, identifying stakeholders and impacts, building awareness and trust within and around the team(s) and impacted employees, identifying and managing resistance, coaching and facilitating team building sessions within the project team and/or key stakeholders, developing and executing assessments, and developing and rolling out standard operating procedures and training as appropriate.
2. Leadership. Sets direction, leads and provides oversight to the Change Analyst Team on change activities including performing/facilitating assessments, focus groups and surveys; development of communications and supporting material and creation of training plans, train the trainer sessions, and post training activities.
3. Communications. Develop and execute communications plans and design materials accordingly to set direction, promote initiatives in creative ways, and provide awareness to changes or implementations to impacted stakeholders and (as needed) across the organization. The role will work closely with the PMO, Marketing and Communications and other key stakeholders to prepare material for broader communications. Collaborate internally with the Enterprise Change Enablement team, business stakeholders, and impacted departments to ensure clear communication and alignment.
The role will also engage sponsor(s) and key leaders/stakeholders to ensure they understand the expectations and are effectively engaged to champion the change.
4. Enterprise Change Enablement Strategy. Works in close collaboration with the Enterprise Change Enablement Lead. Supports the implementation and maintenance of the Enterprise Change Enablement program. The Enterprise Change Program will provide a structured and consistent approach across the organization to the people side of change in order to achieve sustainable results.
5. Project Management. Develop and maintain project schedules; identify/manage risks, issues and mitigations; resource needs; budget; attend project meetings; and other items required to effectively manage the change activities for transformational projects.
6. Training. Develop a Training strategy that is personalized for impacted stakeholder group(s)/team(s). Coordinate with existing Training teams accordingly. Identify the training curriculum and impacted users, and work with Change Enablement Analysts as appropriate to design and deliver the necessary procedures and training materials. Ensure that organizational governance, safe work practices and standard process and procedures guidelines and adherence are incorporated into all training and development activities.
7. Leadership & Mentorship. Coach and advise sponsors, leaders, the Project Management Office and team members to work more collaboratively and to build awareness with the goal of engaging and building communication pathways with impacted stakeholders. Perform team building sessions as necessary to strengthen the team and to build trust.
SUPERVISION
Direct: Change Enablement Analyst and Change Enablement Associate Analyst
RELATIONSHIPS
Internal: Excellent written and verbal communication skills are required. Ability to lead conversations and create stakeholder engagement across the organization as well as building and maintaining strong positive working relationships across all levels of the organization.
External: Attends industry groups and applicable conferences to maintain standards
QUALIFICATIONS
Education
Required: Bachelor degree in Change Management, Liberal Arts, Human Relations, Public Relations/Communication or a college diploma in a related discipline supplemented by five (5) years of relevant experience. Demonstrated experience in the principles of Change Enablement.
Preferred: Prosci® Practitioner certification is preferred or a similar certification.
Experience
Required: Five (5) years' experience leading large and or multiple strategic transformational programs and/or large-scale enterprise-wide change adoption programs. Experience managing and building cross-functional project and change management teams.
Preferred: Previous experience as a lead in a functional area, or supervisory experience including hiring, training, assigning work and performance management preferred. Read the full posting.
TECO Energy
702 N Franklin St
Tampa
Florida États-Unis
www.tecoenergy.com
