Change Management - Consultant II

Job Title:              Change Management - Consultant
Location:              Remote 
Job Duration:     6+ Months (Possibility of Extension)

Position Summary          

The consultant will work hands-on with both IT and business teams, acting as the change management lead. They will coordinate between technical implementation and business operations to ensure that process changes are understood, accepted, and sustained by stakeholders. By aligning process improvements with effective change practices, the role supports the program’s goal of a “connected end-state ecosystem” that addresses root causes of financial leakage.

Duties:

• Change Identification & Impact Analysis: Proactively identify upcoming changes (process, system, or organizational) and assess their impacts on various stakeholder groups. This involves conducting stakeholder analyses and change impact assessments to pinpoint where process changes will affect roles, workflows, or KPIs. The consultant will document these impacts and define strategies to address any challenges or resistance.
• Change Management Planning & Execution: Supplement the change management plan and operationalize execution specific to direct stakeholder communications, training, and adoption activities. This includes mapping out change interventions over the project timeline and coordinating execution. The consultant will use proven change management frameworks to increase stakeholder readiness and buy-in.
• Change Communication: Support the planning and delivery of clear, timely communications about the initiative and upcoming process changes. This includes creating communication materials (emails, FAQs, slide decks, newsletters) tailored to different audiences (front-line staff, managers, executives). The consultant will ensure stakeholders understand the purpose and benefits of changes, minimizing uncertainty. They will also set up feedback channels (Q\&A sessions, pulse surveys) to gauge sentiment and address concerns.
• Stakeholder Engagement & Alignment: Conduct stakeholder assessments and maintain a stakeholder engagement plan. This involves identifying key stakeholders and sponsors in both IT and business units, evaluating their readiness and potential resistance, and working to align them with the program. The consultant will facilitate stakeholder workshops or alignment meetings to secure buy-in and sponsorship for changes. Regular stakeholder update meetings may be held to keep everyone informed and involved.
• Training Development & Delivery: Where applicable lead the creation and execution of training programs to ensure end-users and impacted teams can adopt new processes and tools. This includes developing training materials, job aids, and hands-on workshops or demos. The consultant will coordinate training logistics and possibly deliver training sessions (train-the-trainer or direct end-user training) to build capability for the “to-be” processes.
• Operational Hand-off Support: Prepare the business for a smooth transition of new processes into steady-state operations. The consultant will put in place an operational hand-off plan, including defining any new standard operating procedures and support mechanisms post-implementation. They will support business teams during go-live stabilization – for example, by setting up hypercare support, measuring early adoption metrics, and adjusting the approach as needed to address any post-launch issues.
• Documentation of Processes & Changes: Maintain thorough documentation throughout the engagement. This includes updated process documentation, change logs, training manuals, communication logs, and any templates or tools introduced. All changes to business processes should be documented in a way that operational teams and future project teams can reference. The consultant will also track change management activities (communication sent, training delivered, stakeholder meetings held) and outcomes (e.g., training attendance, feedback results).
• Monitor and Reinforce Change: Provide ongoing monitoring and weekly or monthly status reports on change management progress. Use this data to reinforce desired behaviors – for example, sharing quick wins, success stories, and recognition for teams embracing new processes. Adjust the change plan if adoption metrics are below targets (e.g., add refresher training or extra coaching for certain groups).

Experience       

• 4+ years Proven Experience in Change Management & Process Engineering
• Exceptional Communication and Stakeholder Engagement Skills
• (Preferred) Familiarity with PBM Industry
• (Preferred) Relevant Education & Certifications

Must Haves:

• List city/state at top of resume
• 4+ years Proven Experience in Change Management & Process Engineering
• Exceptional Communication and Stakeholder Engagement Skills

Education:

• A Bachelor’s degree or relevant experience in Business, Organizational Development, or related field is expected.
• An advanced degree (MBA or similar) or specialized training in Change Management is a plus.
• Certification in change management (e.g., Prosci Change Practitioner) or process improvement (Lean Six Sigma Green/Black Belt) is desirable and will be considered favorably.