Senior Domian Consultant

Sapsf; United States; On-site; USD 130,000 - 170,000; Full time

Job summary

HCLTech is seeking an experienced OCM Leader to drive adoption in business transformation initiatives. You will lead change activities, conduct assessments, and design persona-based change programs across global teams, including India-based groups. ERP/SAP experience is helpful but not required.

The role emphasizes holistic process understanding and measurable adoption that lasts beyond training and go-live milestones.

Qualifications

• 10+ years hands-on Organizational Change Management experience.
• Holistic view of change management and its deliverables.
• Fluent in mapping work flows, hand-offs and decision points.

Responsibilities

• Lead OCM on large enterprise transformations.
• Perform stakeholder, change impact and readiness assessments.
• Plan persona-based change, communications and training.
• Measure adoption and sustainment weeks after go-live.
• Lead work groups, sessions, and SME interviews; ensure client fit.
• Collaborate in matrixed, global organizations (incl. India).
• Support ERP/SAP transformation efforts when needed.

Skills

OCM leadership

Enterprise change

Process discovery

Stakeholder analysis

Communication skills

Team leadership

ERP/SAP experience

Job description

Career Opportunities: Senior Domian Consultant (162003)

Requisition ID162003-Posted10/07/2026

As an OCM Leader, you play a key role in driving change adoption in business transformation initiatives. Within a project setting, you may work closely with experienced change practitioners and management consultants and play a quality assurance role by reviewing team work products to ensure that they are accurate, consistent, and meet client requirements. You may lead work groups, work sessions, and interviews with business and technical representatives. You will implement HCLTech Enterprise Change Advisory (ETA) practices and techniques specific to organizational change management, business transformation, and organizational design.

We approach change management as a holistic discipline rather than a sequence of artifacts — the deliverables matter, but they are the output of the thinking, not a substitute for it. The right person understands process management and enterprise change as one discipline: they learn how work actually flows — where the hand-offs are, where the decisions sit, and what breaks — before designing the change, and they build the plan persona by persona rather than broadcasting a single message across the org. Above all, they drive adoption that lasts: not comms sent, training completed, or users logged in, but people still working the new way weeks later, when no one is watching — and the evidence to show it.

Formal certification is strongly preferred — e.g., Prosci Change Practitioner, Kotter Certified Change Specialist, or ACMP's Certified Change Management Professional® (CCMP®).

Specific experiences and capabilities include:

• Leading OCM on large enterprise transformations — new operating models, AI adoption, and multiple concurrent changes hitting the same population.
• Current-state process discovery: mapping how work flows, hand-offs, decision points, and failure points; standardizing the process before changing the behavior.
• Change assessments (stakeholder, change impact, readiness) that inform the plan rather than stand alone as deliverables.
• Persona-based change, communications, and training planning tailored to what each role is actually being asked to change.
• Adoption and sustainment measurement: defining what 'working the new way' looks like and demonstrating it weeks after go-live.
• Leading work groups, work sessions, and stakeholder/SME interviews; reviewing team work products for accuracy, consistency, and client fit.
• Operating in matrixed, global organizations, including with India-based teams.
• ERP / SAP transformation experience helpful but not required.

Key Responsibilities

Change assessments (stakeholder, change impact, readiness) that inform the plan rather than stand alone as deliverables.

• Persona-based change, communications, and training planning tailored to what each role is actually being asked to change.
• Adoption and sustainment measurement: defining what 'working the new way' looks like and demonstrating it weeks after go-live.
• Leading work groups, work sessions, and stakeholder/SME interviews; reviewing team work products for accuracy, consistency, and client fit.
• Operating in matrixed, global organizations, including with India-based teams.
• ERP / Change assessments (stakeholder, change impact, readiness) that inform the plan rather than stand alone as deliverables.
• Persona-based change, communications, and training planning tailored to what each role is actually being asked to change.
• Adoption and sustainment measurement: defining what 'working the new way' looks like and demonstrating it weeks after go-live.
• Leading work groups, work sessions, and stakeholder/SME interviews; reviewing team work products for accuracy, consistency, and client fit.
• Operating in matrixed, global organizations, including with India-based teams.
• ERP / SAP transformation experience helpful but not required. transformation experience helpful but not required.

Skill Requirements

• 10+ years hands-on Organizational Change Management experience. Well-rounded OCM spanning change management; assessments (stakeholder, impact, readiness, etc.); and change, communications & training approach and planning.
• Treats change management as a holistic discipline — not a sequence of artifacts. Deliverables matter, but they are the output of the thinking, not a substitute for it.
• Process fluency: understands how work actually flows — where the hand-offs are, where the decisions sit, and what breaks — before designing the change. Standardize the process, then change the behavior. Treats process management and enterprise change as ONE discipline, not two.
• Persona-based change: builds the plan persona by persona rather than broadcasting one enterprise-wide message. Knows that what a tester is asked to give up differs from what a product manager is asked to give up — and plans for the difference.
• Drives measurable, lasting adoption — not activity. Comms sent, training completed, and logins are NOT adoption. Adoption is people still working the new way weeks later, when no one is watching — and being able to show it.
• Strong communication, writing, and presentation skills.
• Team leadership; works well in a matrixed organization and with global (incl. India-based) team members.
• Experience with ERP / SAP helpful but not required.