Organizational Change Management Lead

Elios AI; Houston (TX); Hybrid; USD 96,000 - 152,000; Full time

Job summary

Elios AI is seeking an Organizational Change Management Lead to own the people side of AI adoption on live client engagements. You will translate technical work into business language, design end-to-end change strategies, and partner with executives to ensure sustainable adoption.

This role focuses on change as the delivery outcome, with hands-on responsibility for scoping through reinforcement and strong emphasis on managing client relationships on projects.

Qualifications

• 3 to 6 years of change management experience with at least one project where you were the primary change resource.
• Proven ability to produce change deliverables independently: stakeholder plans, communications, training content.
• Familiarity with structured change frameworks (Prosci/ADKAR, Kotter) and the judgment to apply them flexibly.
• Comfort being the sole consultant in the room with a client team and handling escalations.
• Strong writing skills for executive communications and training guides.

Responsibilities

• Design and deliver end-to-end change strategies aligned to client objectives, translating technical shifts into role-based behaviors.
• Run change impact assessments, stakeholder analyses, and readiness diagnostics, embedding risks into governance.
• Evaluate culture, AI literacy, and trust in automation to identify adoption barriers.
• Build and execute communications strategies with multi-channel delivery for distinct stakeholders.
• Partner with executives on operating model alignment and sponsorship.
• Design manager activation strategies and equip managers to lead teams.
• Create role-based training and enablement materials for client readiness.
• Define adoption and engagement metrics; use data to adjust interventions.
• Embed new behaviors into business as usual through performance management.

Skills

Change management

Stakeholder management

Communication

Training materials

Executive sponsorship

Willingness to work with executives

Tools

Prosci ADKAR

Kotter framework

Job description

Location: Remote (US), with occasional onsite meetings in Houston, TX | Type: Contract (2 months, likely to extend) | Experience: 3 to 6 years

About the Role

We're hiring an Organizational Change Management Lead to own the people side of AI adoption on live client engagements. You'll run change from initial scoping through adoption and reinforcement, translating what the data scientists are building into something business users actually understand, trust, and use in their daily work.

The client is an AI-first consulting firm working with energy and industrial companies to modernize their data estates and put AI into production. Change is not a support function here, it's central to whether the work lands. You'll report to the Managing Director of Change & Transformation and serve as the primary change lead on your assigned projects, not the person building decks for someone else.

If you've watched AI initiatives stall because nobody addressed the fear, the skepticism, or the "this is going to take my job" conversation, this is the role where that work is the point.

What You'll Do

• Design and deliver end-to-end change strategies tied to client objectives, turning technical and process shifts into specific role-based behaviors
• Run change impact assessments, stakeholder analyses, and readiness diagnostics, then embed the resulting risks into program governance rather than a side deck
• Evaluate organizational culture, AI literacy, and trust in automation, including anxiety around job impact, to find the real adoption barriers
• Build and execute communications strategies with messaging architecture and multi-channel delivery tailored to distinct stakeholder groups
• Partner with executives on operating model alignment and activate visible, credible sponsorship
• Manager activation is the primary lever for sustained adoption, so you'll design that approach and equip managers with the tools and guidance to lead their teams through it
• Develop role-based training and enablement materials, including quick reference guides, job aids, and slide decks that are client-ready
• Define and track adoption, proficiency, sentiment, and engagement metrics, then use what the data shows to adjust interventions
• Embed new behaviors into business as usual through performance management, operating rhythms, and leadership accountability
• Serve as the day-to-day change lead inside the client engagement, managing action plans, momentum, and escalations
• Contribute reusable frameworks and lessons learned back into the firm's accelerator library

Qualifications

Required

• 3 to 6 years of change management experience, with at least one project where you were the primary change resource, ideally in management consulting or professional services
• A track record of producing change deliverables independently: stakeholder plans, communication materials, training content
• Working knowledge of at least one structured change framework (Prosci/ADKAR, Kotter, or similar) and the judgment to apply it flexibly rather than by the book
• Comfort being the only consultant in the room with a client team, handling pushback, managing up to director-level stakeholders, and knowing when to escal**ate**
• Strong writing. You should be able to draft a polished executive communication or a detailed training guide without a ghostwriter

Preferred

• Exposure to energy, utilities, or industrial environments
• Foundational understanding of data and AI environments (business intelligence, predictive analytics, machine learning, data governance) so you can translate between data scientists and business users
• Prosci ADKAR certification or equivalent
• Experience facilitating workshops and working sessions

Why Join Us

You'd be joining a change practice inside a firm where adoption is treated as a delivery outcome, not a communications afterthought. The Managing Director actively mentors this role, with the stated goal of getting you to a place where you're running multiple concurrent projects and owning client relationships on your own.

The change problems are genuinely new. Helping an organization absorb AI systems means dealing with algorithmic trust, shifting job definitions, and skepticism that older change playbooks never had to address. It's a steep curve and it builds market experience that's hard to get anywhere else. This is a two month contract to start, with a strong likelihood of extension.