Director, Organizational Change Management

ASM Global; Dallas (TX); On-site; USD 170,000 - 230,000; Full time

Job summary

ASM Global seeks a Director of Organizational Change Management to lead the change management discipline across a portfolio of transformation initiatives. The role focuses on building readiness, measuring adoption, and partnering with executives to drive sustained adoption of new processes, systems, and ways of working.

The ideal candidate will bring 8+ years of multi-workstream transformation experience, a track record of influencing senior leaders, and a proven ability to scale change

Qualifications

• 8+ years leading organizational change management on complex, multi-workstream transformation programs spanning process, technology, and organizational design.
• Proven track record leading change across a variety of program types (e.g., process redesign, organizational restructuring, operating model redesign, technology implementations).
• Demonstrated ability to influence and align senior executives and cross-functional stakeholders without formal authority over them.
• Demonstrated experience leading changes to operating models and ways of working, not solely training people on a new system, but redesigning how work gets done, decided, and governed.
• Demonstrated experience driving adoption across a distributed, multi-site, or multi-business-line organization.
• Experience recovering adoption where workarounds and informal habits exist.

Responsibilities

• Develop and lead the organizational change management strategy and methodology for the Company, applied across initiatives spanning finance, technology, legal, HR and commercial workstreams.
• Build a replicable change management framework and playbook that scales as new initiatives and workstreams launch.
• Define change management success metrics and adoption KPIs, and report on them to the executive leadership.
• Partner with executive sponsors and initiative leaders to drive visible, active leadership engagement and alignment behind each change.
• Lead organizational change impact assessments covering business processes, roles, policies, controls, technology, and operating models.
• Build stakeholder impact profiles and readiness plans for impacted functions or business units, calibrated to the nature of the change.
• Close readiness gaps before launch and identify required changes to ways of working and operating rhythms to ensure new processes stick.
• Own stabilization and adoption monitoring after each initiative goes live, flagging reversion to old processes or workarounds.
• Design and lead leadership alignment programs so senior leaders can support reinforcement of each change.
• Build and lead manager and people-leader training so managers can lead their teams through change.
• Build and lead a Change Champion Network model that drives broad enterprise change impact for large-scale initiatives.
• Own communications strategy tailored by audience across the initiative portfolio, partnering with internal communications team.
• Own training programs and materials that reflect the actual process, role, and operating-model changes introduced, not generic or system-only content.
• Measure training effectiveness and adoption through knowledge assessments and usage or behavior metrics, and establish the feedback loop that surfaces adoption risk directly from the business.
• Own post-launch reinforcement across initiatives to sustain behavior change and protect the value each initiative is meant to deliver.

Skills

Change Management

Leadership

Stakeholder Engagement

Adoption Metrics

Training Enablement

Job description

Title: Director, Organizational Change Management

The Role

The Director, Organizational Change Management owns the organizational change management discipline for the company. This role builds and runs the change approach that drives awareness, knowledge, ability, and reinforcement across impacted stakeholder groups, including executives to front-line managers and staff. This role will work across a portfolio of business transformation initiatives, not a single program. The mandate spans functions, processes, technology, roles, and ways of working: wherever an initiative changes how the business operates, this role owns the organizational adoption of that change.

This role owns organizational readiness: assessing change impact across functions and business units, setting readiness criteria and ongoing assessment, adoption measurement and escalations that supports major program decisions with evidence. This role will partner with business leaders who own adoption within their organizations. The Director is accountable for organizational adoption outcomes - reduced reliance on workarounds, readiness gaps closed, and sustained adoption of new processes, systems, and ways of working.

Essential Functions

Organizational Change Management Strategy & Leadership

Develop and lead the organizational change management strategy and methodology for Company, applied consistently across current and future initiatives spanning finance, technology, legal, HR and commercial workstreams.

Build a replicable change management framework and playbook that scales as new initiatives and workstreams launch, rather than a bespoke approach tied to any one program.

Define change management success metrics and adoption KPIs, including reduced reliance on workarounds, readiness gaps closed, and adoption rates of new processes and ways of working. Own reporting on them to the executive leadership.

Partner with executive sponsors and initiative leaders to drive visible, active leadership engagement and alignment behind each change.

Identify organizational and adoption risks across the portfolio and build mitigation plans ahead of them becoming issues.

Organizational Impact, Readiness & Operating Model Change

Lead organizational change impact assessments covering business processes, roles, policies, controls, technology, and operating models.

Build stakeholder impact profiles and readiness plans for impacted functions or business units, calibrated to the nature of the change rather than a single template.

Partner with business leaders to close readiness gaps before launch and identify required changes to ways of working and operating rhythms to ensure new processes stick following the change.

Own stabilization and adoption monitoring after each initiative goes live, flagging reversion to old processes or workarounds.

Leadership Alignment, Manager Enablement & Adoption

Design and lead leadership alignment program so executive sponsors and senior leaders have visibly into operating model changes and are able to support reinforcement of each change.

Build and lead manager and people-leader training so managers can lead their teams through change.

Build and lead a Change Champion Network model that flexes drives broad enterprise change impact for large-scale initiatives and major changes.

Own communications strategy tailored by audience across the initiative portfolio, partnering with internal communications team.

Own training programs and materials that reflect the actual process, role, and operating-model changes introduced, not generic or system-only content.

Measure training effectiveness and adoption through knowledge assessments and usage or behavior metrics, and establish the feedback loop that surfaces adoption risk directly from the business.

Own post-launch reinforcement across initiatives to sustain behavior change and protect the value each initiative is meant to deliver.

Qualifications

To perform this role successfully, the candidate must be able to perform each essential function at the highest level. The requirements below represent the knowledge, skill, and ability required.

8+ years leading organizational change management on complex, multi-workstream transformation programs spanning process, technology, and organizational design.

Proven track record leading change across a variety of program types (e.g., process redesign, organizational restructuring, operating model redesign, technology implementations) rather than one program archetype.

Demonstrated ability to influence and align senior executives and cross-functional stakeholders without formal authority over them.

Demonstrated experience leading changes to operating models and ways of working, not solely training people on a new system, but redesigning how work gets done, decided, and governed.

Demonstrated experience driving adoption across a distributed, multi-site, or multi-business-line organization.

Experience recovering adoption where workarounds and informal habits