Human Resources (HR) ManagerUSAUSD

Required Qualifications

• 5 years of experience in organizational change management HR transformation or related roles (level will be calibrated based on experience)
• Direct experience on at least 2 Workday implementations within the past 5 years as either Internal Change Manager/Analyst or Consulting Change Manager/Analyst (e.g. SI experience)
• Demonstrated experience creating and executing:
• Change strategies and plans
• Communication strategies and materials
• Training plans and coordination
• Adoption and success metrics
• Proven ability to conduct:
• Stakeholder analysis
• Change impact assessments
• Readiness assessments
• Strong project coordination and planning skills

Preferred Qualifications

• Experience supporting HR functions (e.g. Payroll Benefits Talent HRIS)
• Familiarity with Workday HCM modules and business process changes
• Experience working with System Integrators (e.g. Deloitte Accenture PwC)
• Certification in structured OCM methodologies (e.g. Prosci)

Skills & Competencies

• Execution excellence able to take direction and independently produce high-quality deliverables
• Structured thinking strong ability to translate ambiguity into clear plans
• Communication skills exceptional written and verbal communication
• Stakeholder management able to work effectively across HR and business teams
• Analytical mindset comfortable tracking and interpreting adoption and readiness metrics
• Attention to detail with ability to manage multiple priorities
• Close collaboration with HR leadership and program team
• Demonstrated experience developing hands-on training materials (e.g. job aids training decks process documentation) for system implementations such as Workday

What Success Looks Like

• Change plans are clear actionable and integrated into the program
• Communications are timely consistent and effective
• Training materials are clear high-quality end-to-end and role-based
• HR stakeholders are engaged informed and prepared
• Risks and resistance are identified early and actively managed
• Adoption metrics show strong readiness and sustained usage post-go-live

Responsibilities:
Role Overview
We are seeking a highly execution-focused Change Manager / Senior Change Analyst to support enterprise HR transformation initiatives with a primary focus on a Workday HCM implementation.
This role will act as the execution arm of the Change Lead translating strategic direction into actionable plans and deliverables that drive adoption across the HR function and broader organization. The ideal candidate is both structured and proactive able to take defined direction and independently build high-quality change artifacts while also contributing ideas and recommendations based on experience.
This individual will work cross-functionally with HR leaders functional SMEs (Payroll Benefits Talent HRIS) Communications Training IT and external implementation partners.

Key Responsibilities
Change Strategy Execution & Planning

• Translate high-level change strategy and direction into detailed actionable change plans
• Develop and maintain integrated change plans and timelines aligned with the overall program plan
• Support refinement of change approach success metrics and adoption strategies
• Identify change risks and recommend mitigation strategies

Stakeholder & Impact Management

• Conduct stakeholder identification analysis and segmentation
• Perform change impact assessments across HR functions and employee populations
• Partner with HR functional leads (Payroll Benefits Talent etc.) to validate impacts and readiness
• Support development of targeted engagement strategies for key stakeholder groups

Communications Development & Execution

• Draft and manage end-to-end communication plans
• Create high-quality communication materials including:
• Executive messaging
• Employee announcements
• FAQs
• Talking points
• Intranet content
• Ensure messaging is clear consistent and aligned to leadership priorities and company values
• Training & Readiness Support
• Support development and execution of training strategies and plans
• Own and drive the development of training deliverables end-to-end not just coordination
• Design and develop high-quality training materials including:
• Role-based training decks
• Job aids and quick reference guides
• Process walkthroughs and system simulations (as needed)
• Trainer and facilitator guides
• Translate Workday system functionality and new business processes into clear user-friendly training content
• Partner with Training/L&D and system integrator to:
• Align training to role-based needs
• Ensure content reflects end-to-end business process changes
• Track training readiness completion and effectiveness

Adoption & Readiness Tracking
Define and track adoption and success metrics
Monitor organizational readiness including stakeholder sentiment and engagement
Track and manage:

• Change risks
• Resistance points
• Adoption gaps
• Provide regular reporting and insights to Change Lead and program leadership
• Cross-Functional Coordination
• Act as a central coordinator across HR workstreams
• Ensure alignment between:
• Change activities
• Program milestones
• Functional deliverables
• Partner with PMO to integrate change activities into overall project tracking
• Continuous Improvement & Thought Partnership
• Proactively identify opportunities to improve change approach messaging and adoption tactics
• Bring ideas and recommendations based on prior experience and best practices
• Contribute to building scalable reusable OCM frameworks and templates