Organizational Change Management (OCM) Consultant

Airo Digital Labs, LLC; Northern (KY); Hybrid; USD 120,000 - 180,000; Full time

Job summary

N/A Organization seeks an Organizational Change Management (OCM) Consultant to lead enterprise-wide change initiatives, from discovery through deployment, with a focus on technology-driven change and executive engagement.

Responsibilities include pre-sales support, playbook creation, readiness assessments, KPIs, and hands-on client delivery, collaborating with CIO/CHRO/COO levels to ensure adoption and success across waves.

Qualifications

• 15+ years in organizational change management, including at least 5 years at a top-tier consulting firm.
• Track record of leading enterprise-wide transformation programs with executive ownership.
• Direct experience with technology-driven change: ERP rollouts, automation, AI/ML adoption, digital transformation at scale.
• Pre-sales fluency: ability to present to CIO/CHRO/COO in competitive deals.
• Designed change methodologies beyond standard templates (not just ADKAR/Prosci).
• Executive presence and gravitas — comfortable in rooms with CIOs, CHROs, COOs.
• Strong written communication: client-ready OCM deliverables at consulting-grade quality.

Responsibilities

• Pre-Sales — participate in Discovery Workshops and pre-SOW conversations, addressing OCM fear with a defined method.
• Framework — write the playbook: readiness assessments, adoption KPIs, agent health metrics, and reskilling plans.
• Client Delivery — embed with the client’s executive sponsor, HR, IT, and business units; map stakeholders to deployment waves; build adoption infrastructure; track actual usage of agents; manage retraining and org design changes.

Skills

Executive presence

Pre-Sales fluency

Change management expertise

Client leadership

Written communication

Education

Prosci ADKAR certification

CCMP certification

Tools

ADKAR

Prosci templates

Job description

Organizational Change Management (OCM) Consultant

• 15+ years in organizational change management, with at least 5 years at a top-tier consulting firm (McKinsey, BCG, Bain, Deloitte, Accenture, EY-Parthenon, Kearney, Mercer, or equivalent).
• Proven track record of leading enterprise-wide transformation programs (this role requires executive-level ownership of change outcomes not just workstream-level OCM support).
• Direct experience with technology-driven change: ERP rollouts, automation programs, AI/ML adoption, or digital transformation at scale.
• Pre-sales fluency: ability to present to C-suite in competitive deal cycles and turn adoption fear into a buying catalyst.
• Framework builder: designed change methodologies (not just applied ADKAR or Prosci templates).
• Executive presence and gravitas — been in rooms with CIOs, CHROs, and COOs.
• Strong written communication: ability to produce client-ready OCM deliverables (playbooks, scorecards, executive briefings) at consulting-grade quality.

Strongly Preferred

• Experience with AI-specific change management — addressing fears around job displacement, human-in-the-loop governance, algorithmic accountability, and trust-building with AI agents.
• Familiarity with agentic AI concepts: autonomous agents, multi-agent orchestration, agent lifecycle management. (Deep technical knowledge not required)
• Experience in regulated industries (financial services, pharma/life sciences, manufacturing, energy) where change management intersects with compliance and governance.
• Prosci ADKAR certification, CCMP, or equivalent change management credential.
• Track record in mid-market and enterprise accounts ($1B–$25B+ revenue).

Nice to Have

• Published thought leadership on change management, digital transformation, or AI adoption (articles, conference talks, industry reports).
• Network in the Chicago enterprise ecosystem.
• Experience building OCM practices or service lines from scratch within a consulting firm or product company.

Role Overview

1: Pre-Sales — Make the Buyer Less Scared

• Consultant is expected to sit in Discovery Workshops and pre-SOW conversations and address OCM fear directly—with a method, not a motivational slide.
• Someone a CIO actually listens to. Not someone who presents change readiness frameworks to mid-level PMs.

2: Framework — Write the Playbook

• Builds Playbook: readiness assessments during ideation, adoption KPIs tracked alongside agent health in production, and reskilling playbooks for agents.
• The deliverable would be a repeatable system—scorecards, impact assessments, role-transition matrices, comms templates, training plans—packaged so delivery architects can run it.

3: Client Delivery — Embed and Execute

• Sit with the client’s exec sponsor, HR, IT, and the business units whose work is changing. Week in, week out, through the build.
• Map stakeholders to the wave deployment plan. Wave 1 hits procurement, Wave 3 hits customer service etc.—these groups have different resistance patterns, training needs, and communication timing.
• Build the adoption infrastructure: town halls, manager toolkits, agent-user training sessions, FAQ packs, escalation paths for when people push back.
• Track whether people are actually using the agents — not just whether the agents work. A technically perfect agent nobody trusts is a write-off.
• Own the human side: who needs retraining, which roles evolve, and what the org chart looks like when agents get retired or reskilled down the road.