Change Enablement Manager

Title: Change Enablement Manager

Department: Project Management

Reports to: Director of Projects

FLSA: Exempt

Job Grade: 14

Job Purpose: The Change Enablement Manager is responsible for developing and executing change management strategies and solutions that enable the successful adoption of initiatives. Applying change models and proven stakeholder engagement frameworks, the leader partners closely with project teams, business leaders, and frontline groups to align, activate, and facilitate desired people and process organizational changes. The Change Enablement Manager is influential in articulating change involvement opportunities and continually improving adoption processes.

Essential Job Results:

JOB SPECIFIC RESULTS

1. Change Initiative Planning: Lead end-to-end development of change management plans, including stakeholder analysis, impact assessments, communication strategy, training design, stakeholder engagement methods, and measurements for adoption.
2. Change Control Board Leadership: Drive change meetings, guide decision-making with risk/benefit analysis of each proposed change, and oversee change approvals.
3. Change Readiness Assessment: Conduct organizational change readiness assessments leveraging research-based methodologies. Consolidate findings into executive summaries, including readiness gaps and recommendations.
4. Communication Strategy: Design targeted communication plans for each audience and leverage best practices in message crafting and delivery mechanisms. Measure effectiveness through surveys and focus groups.
5. Training Oversight Ensures training needs are identified for the change and that training plans are created to facilitate adoption and oversees execution and quality standards of delivered training.
6. Stakeholder Engagement: Identify key change advocates and skeptics. Develop customized engagement approaches, equipping leaders and frontline change agents to convey updates.
7. Managerial Coaching: Serve as a change management coach to people leaders, providing toolkits, tips, and 1:1 support to manage change with their teams.
8. Impact Analysis: Anticipate people and process-related impacts for each change initiative. Document risks and interdependencies to enable impact mitigation.
9. Adoption Dashboards: Design and analyze each change initiative's adoption scorecards/KPI tracking. Quickly identify and troubleshoot barriers to adoption.
10. Release Management & Communications: Design release plans and cadences, balancing business priorities with organizational change capacity and resource bandwidth required for successful adoption. Develop tailored release communications and notes.

GENERAL STAFF RESULTS

1. Maintains member and employee confidence and protects operations by keeping information confidential and sharing on a business-related as-needed basis only.
2. Engages in problem resolution by clarifying the member’s and/or employee’s complaint; determining the cause of the problem; selecting and explaining the best solution to solve the problem; expediting correction or adjustment; following up to ensure resolution; and keeping the supervisor informed of problems and solutions.
3. Complies with UKFCU policies and procedures by enforcing and adhering to internal UKFCU procedures and board-established policies.
4. Complies with federal, state and local regulations and legal requirements by enforcing and adhering to requirements.
5. Maintains professional and technical knowledge by maintaining an awareness of competitors’ rates and terms, industry trends and technology; attending staff meetings; identifying opportunities to attend seminars that enhance skills and maintain knowledge of new products that could assist in improving operational effectiveness; reviewing professional publications; establishing personal networks; benchmarking state-of-the-art practices; and participating in professional societies.
6. Contributes to a team effort by accomplishing corporate and individual goals and other related results as needed. Ensures changes in processes are updated in work instructions and followed.

KEY COMPETENCIES

• Professionalism in all communications.
• Commitment to the Credit Union movement and philosophy.
• Integrity in all actions.
• Ability to identify the needs of the member and provide services to meet those needs.
• Accountability to established metrics and performance goals.
• Demonstrate the following key leadership attributes: Collaboration and Teamwork, Professional Responsibility, Courage and Respect, Development of the Team, and Planning for the Future.

Qualifications

MINIMUM REQUIREMENTS

• 5+ years of hands-on experience leading organizational change efforts.
• Associate’s degree or equivalent experience in Organizational Development, Change Management, Business Administration, Psychology, or a related field of study.
• Prosci, CCMP, or equivalent change management certification preferred.
• Experience designing/developing customized change adoption solutions.
• Skilled at stakeholder engagement methods and coaching leaders through transformation.
• Success planning, piloting, and executing large-scale changes.
• Familiarity with change management models such as ADKAR, Bridges, and Kubler-Ross.
• Data-driven focus with the ability to consolidate analytics into compelling executive summaries.
• Financial Services Industry experience preferred.
• Proficient in change management principles, organization practices, and business transformation.
• Exceptional communication skills; ability to lead others through transformative changes.
• Proficient in creating and delivering effective presentations.
• Ability to work collaboratively and build strong relationships with multiple teams.
• Ability to communicate one-on-one, field questions, and respond to complaints.
• Strong attention to detail is required.
• Ability to define problems, collect data, establish facts, and draw conclusions while dealing with a variety of abstract and concrete variables.
• Ability to work independently.
• Ability to be self-motivated.
• Ability to work with strict deadlines and under pressure.

PHYSICAL DEMANDS:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit and stand; use hands to finger, handle, or feel objects, tools, or controls; reach with hands and arms; and talk or hear. The employee frequently is required to walk and stand. The employee is occasionally required to stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

WORK ENVIRONMENT:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The employee will be required to work indoors in a climate-controlled office setting. The noise level in the work environment is usually moderate.

MENTAL DEMANDS:

The mental characteristics necessary to competently perform this job include the occasional need to be persuasive, use good judgment; and the continuous need to use auditory perception, memory, and reasoning ability.

*The intent of this job description is to provide a representative summary of the types of results that will be required of the positions given this title and shall not be construed as a declaration of the specific responsibilities of any particular position. Employees may be requested to perform job-related tasks other than those specifically outlined in this description.

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UKFCU is an equal employment opportunity employer and is committed to providing employment opportunities to minorities, females, veterans, and disabled individuals. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or status as a protected veteran. UKFCU invites you to review the current "EEO Is the Law" poster as part of the application process. A link to the most current posters is here. Please also see the 2015 Supplemental EEO Poster here.

Applications are only accepted through our online application system. However, if you need assistance with any part of the application process or are unable to apply online because of a medical condition or disability and need an accommodation, please contact recruiting@ukfcu.orgto let us know the nature of your request. Please note, UKFCU accepts only employment applications that are complete and received by the Office of Human Resources by the specified deadline for each opening.

The Credit Union leadership recognizes that to achieve its vision and mission, it must embed the values of Diversity, Equity, and Inclusion (DEI) in all aspects of the Credit Union’s work. Together, the staff, membership and communities are diverse and as such, the Credit Union must reflect and respect that diversity. The Credit Union’s leadership recognizes and believes when an organization’s leadership and staff are representative of the people that it serves, it can better meet its vision and mission. Further, the Credit Union leadership believes that it benefits when diverse perspectives are represented, respected and included among the discourse and decision-making that takes place at the Credit Union, and with and among its staff, membership and communities.

This position allows for an optional hybrid work arrangement which includes a combination of both in-office and remote work arrangements. (Maximum of two days remote, three days in-office). To be eligible for the program, employees must complete a minimum of 6 months of continuous, regular employment, be in good standing, and submit a formal hybrid work application prior to being eligible for hybrid work, pending supervisor approval. Work schedules will be established by the employee's supervisor according to business needs. Working locations and schedules may be altered at management discretion.