Organizational Change Management (OCM) Consultant

Liberum; United States; À distance; USD 110 000 - 170 000; Plein temps

Résumé du poste

Liberum seeks an OCM Consultant to embed change management within business processes, working with business analysts to map future-state workflows and identify policy updates needed for successful adoption.

You will design readiness plans, build an internal OCM function where none exists, and apply ACMP/CCMP guidance alongside Prosci/ADKAR while leveraging AI tools to accelerate deliverables and insights. This role spans strategy and hands-on execution.

Qualifications

• ACMP Standard for Change Management drives the approach to stakeholder readiness and transition planning.
• CCMP methodology guides impact analysis and adoption strategies.
• Prosci and ADKAR are used as complementary tools, not the primary framework.
• AI tools are leveraged to speed analysis, communications, and deliverables.
• Change management is embedded in business processes, policies, and day-to-day roles.

Responsabilités

• Analyze future-state processes with business analysts to map roles, systems, and decision points.
• Conduct detailed change impact analysis comparing current and future-state designs.
• Identify policy, SOP, and job description updates needed for future-state operations.
• Assess where union agreements or labor considerations are implicated and navigated.
• When needed, perform BPR work: map current state, design future state, and document gaps.
• Develop impact registers linking process changes to stakeholders, trainings, communications, and adoption risks.

Connaissances

ACMP Standard

CCMP

Prosci

ADKAR

AI tools

Outils

AI tools

Description du poste

Who We Are

Liberum exists to deliver in the environments where most firms struggle. Our clients are public sector agencies navigating enterprise-scale transformations in politically complex, high-stakes environments where the margin for error is thin, and the consequences of failure are public.We believe clients deserve real ownership, not warmbodiesand hope.They need consultants who do the real work of change. Not practitioners who run surveys, hold coaching sessions, and call it OCM.

We’rea team first. Not a collection of individual contributors sharing a company name, but a genuine team that pushes each other’s thinking, pressure-tests each other’s thinking, and shows up for each other when engagements get hard. True collaborationisn’ta value we put on a wall.It’show we deliver results that our clientscan’tget anywhere else.

We’realso building an AI-forward consulting practice. Our consultantsdon’tjust use AI as a novelty. They integrate it into how they think, analyze, create, and deliver. Ifyou’restill doing everything the wayyoudid it in 2022,you’realready behind the curve at Liberum.

Ifyou’relooking for a comfortable seat and a steady paycheck, thisisn’tthe role for you. Ifyou’relooking for a team that does hard things extraordinarily well, with the most advanced tools available. Keep reading.

The Role

Let’sbe direct about what this role is andisn’t.

This is not a traditional OCM role.If your version of change management is running readiness surveys,facilitatingcoaching sessions, and building ADKAR dashboards.That’snot what we do. Those activities have their place, but they are a light overlay on top of the actual work. At Liberum, OCM is operationally embedded.It lives inside the business processes, the policy changes, the union impacts, and the day-to-day reality of how people’s jobs are actually going to change.

The OCM Consultant works shoulder-to-shoulder with business analysts to understand future-state business processes at a granular level, not from a summary slide, but from the process flows themselves. Youidentifyexactly what changes for which roles, what policies and procedures need to be rewritten, where union agreements are implicated, and what it willactually takefor impacted staff to execute in the future state. Then you build the strategy and do the work to get them there.

If there are no BAs on the project, you step in and do the business process reengineering work yourself. You mapcurrentstate, design future state,identifygaps, and build the bridge. OCM and BPR are not separate disciplines in our practice.They’reintertwined, and the right candidateoperatesfluidly across both.

Our approach is grounded in the ACMP Standard for Change Management and the CCMPmethodology, which drives the substantive work of impact analysis, stakeholder preparation, and sustained adoption.Prosciand ADKAR are useful tools that we apply as a complement, not as the primary framework. If your entire OCM practice is built aroundProscitemplates, this role will challenge you.

You are also an AI-enabled practitioner.You use AI tools to amplify your analytical capacity, accelerate deliverable creation, synthesize complexprocessand stakeholder data, and produce higher-quality work in less time. You use AI to analyze process documentation,identifydownstream impacts across roles and policies, draft communications, and pressure-test your change strategies. AIdoesn’treplacethe humanjudgment at the core of OCM. It makesthat judgmentsharper and faster.

This role spans the full spectrum: from building a change management function from the ground up on a project that has none, to the detailed tactical work of rewriting procedures and preparing staff for a new way of operating.You’renot above any task, and youdon’tneed someone to tell you what needs doing next.

WhatYou’llDo

Business Process Analysis & Impact Identification

• Work directly with BAs (or independently when no BA is assigned) to analyze future-state business processes at a granular level: understanding each process flow, the roles involved, the systems touched, and the decisions made at each step

• Conduct detailed change impact analysis by mapping current-state processes against future-state designs toidentifyexactly what changes, for whom, and how significantly, at the role level, not just the department level

• Identifyimpacts to policies, procedures, standard operating procedures, job descriptions, and work instructions that must be updated or rewritten to support the future state

• Identifywhere union agreements, collective bargaining provisions, or labor relations considerations are implicated by process or role changes, and help the client navigate each

• When BAs are not present, perform business process reengineering work directly: mapping current state, designing future state, conducting gap analysis, and building process documentation that drives both technical implementation and organizational readiness

• Develop detailed impact registers that connect specific process changes to specific stakeholder groups, affected policies, training needs, communication requirements, and adoption risks

Change Strategy & Organizational Readiness

• Design and build OCM strategies and plans grounded in the ACMP Standard for Change Management, driven by the actual operational impactsidentifiedthrough process analysis, not generic templates

• Develop targeted readiness plans for each impacted stakeholder group based on the specific nature and magnitude of change they will experience: what exactly is changing in their daily work, what they need to know, what they need to be able to do, and what support they need to get there

• Build change management functions from scratch on projects where none exist,establishingthe governance,methodology, work streams, and deliverable cadence needed to manage change across the initiative

• Assess organizational readiness through substantive methods: process walkthroughs with impacted staff, role-based impact workshops, and operational scenario testing—not just survey scores

• Develop transition and cutover plans that address the operational reality of moving from current state to future state, including parallel operations, fallback procedures, and day-one support

Policy, Procedure & Knowledge Transfer

• Lead or support the rewriting of policies, procedures, SOPs, and work instructions to reflect future-state business processes, producing artifacts thatimpactedstaff canactually useto execute their work

• Design and develop role-based training and knowledge transfer activities tied directly to future-state process execution, not generic system training, but “here is how your job works now”

• Develop job aids, quick reference guides, and operational support materials that bridge the gap between training and real-world execution

• Build and deliver communications that explain what is changing, why, what it means for specific roles, and what support is available, grounded in the actual process impacts, not abstract messaging

AI-Enabled Delivery

• Use AI tools to analyze process documentation, interview transcripts, and organizational data at scale,identifyingimpact patterns, policy implications, and readiness gaps that inform your change strategy

• Use AI to accelerate the creation and refinement of OCM deliverables: impact assessments, stakeholder-specific readiness plans, procedure rewrites, communications, and training content

• Apply AI to cross-reference process changes against existing policies, union agreements, and regulatory requirements, surfacing compliance risks and downstream impacts faster than manual review

• Use AI as a thought partner to pressure-test change strategies, model adoption scenarios, andidentifyblind spots in your approach before they surface in the field

• Continuously evaluate and adopt emerging AI tools and techniques that improve the speed, quality, and depth of OCM and BPR delivery, and share those innovations with the Liberum team

Stakeholder Engagement & Advisory

• Engage and build trusted relationships with customers, sponsors, executives, project teams, vendors, and external stakeholders, providing coaching and advisory support that strengthens sponsor ownership and leadership alignment

• Serve as a trusted advisor to leaders and project teams on the organizational implications of business process and system changes, translating operational impacts into strategic guidance that drives better decisions

• Facilitate impact workshops, process walkthrough sessions, and readiness assessments with impacted staff and leadership, grounding change conversations in the specific reality of how work will change

• Coach client-side staff to build internal OCM and BPR capability that sustains long after the engagement ends
• Articulate, present, and report OCM progress, adoption metrics, and value delivered, making the work visible and measurable in terms the client cares about

WhatYou’llProduce

This is not an exhaustive list, but it reflects the tangible, substantive deliverables this role owns or contributes to: