Program Manager – OCM & Training Lead

Program Manager With Organizational Change Management (OCM) And Training Lead

We are seeking a Program Manager with Organizational Change Management (OCM) and Training Lead with 7+ years of experience standing up adoption and enablement programs for enterprise system rollouts. This role sits in TPD Delivery Services at client and owns one outcome: users move off Clarity Classic onto Modern UX and stay there, working the way the standard says they should.

JOB REQUIREMENTS:

(Education, Experience, Knowledge, Skills)

• Bachelor’s degree in organizational development, instructional design, communications, business, or a related field (master’s degree a plus).
• 7+ years of progressive experience leading organizational change management and enterprise training for technology or system implementations, including at least one full user-migration or platform-transition program owned end to end.
• Formal grounding in a recognized OCM methodology, demonstrated by certification or applied program work:
  Prosci ADKAR and the Prosci 3-Phase Process, the ACMP Standard for Change Management (CCMP), Kotter's 8-Step Process for Leading Change, Bridges' Transition Model, or Lewin's Unfreeze–Change–Refreeze.
• Demonstrated instructional design capability using an established model: ADDIE, SAM (Successive Approximation Model), Gagné's Nine Events of Instruction, or Bloom's Taxonomy for objective writing, with a portfolio of curriculum the candidate personally designed.
• Working proficiency in Clarity PPM as a user and configurator, including Modern UX navigation, blueprints, page layouts, grids, and the differences between Classic and Modern UX that drive user resistance.
• Hands-on production skill in at least two training video and eLearning tools, for example Articulate 360 (Storyline, Rise), Camtasia, Adobe Captivate, Vyond, Descript, Loom, Microsoft Clipchamp, with published work the candidate built alone.
• Working experience with Power Automate or a comparable workflow automation platform, applied to learning operations: enrollment, reminders, completion tracking, feedback collection, and content distribution.
• Practical, current use of AI tools to produce and scale training content, script drafting, synthetic voice and video, translation, summarization, knowledge-based search, with a clear point of view on where AI output requires human review before it reaches a learner.
• Experience measuring training and adoption outcomes against a recognized evaluation model, such as Kirkpatrick's Four Levels or the Phillips ROI Methodology, using real usage data rather than attendance counts.
• Exceptional written and verbal communication skills, including the ability to write executive change communications and to teach a room that does not want to be there.
• Proven self-starter who has built a program from nothing, no existing curriculum, no template library, no dedicated team, and can show what they produced in the first ninety days.
• Advanced MS Office skills (PowerPoint, Excel, SharePoint, Teams, Forms) and comfort working in a Microsoft 365 environment.

MAJOR

JOB RESPONSIBILITIES:

• Organizational Change Management Strategy & Adoption (25%):
  Build and own the Clarity Modern UX change strategy using a named methodology, Prosci ADKAR and the Prosci 3-Phase Process as the primary framework, supported by Kotter or Bridges where the situation calls for it, and document which model is being applied and why. Conduct change impact assessments and stakeholder analysis by user group (PDMs, project managers, resource managers, finance partners, executives), identifying what specifically changes for each group between Classic and Modern UX.
  
  Build and maintain the sponsor roadmap and the change agent network, including coaching leaders on the visible, active sponsorship the model requires, sponsorship is the single largest predictor of adoption success, and it is this role's job to secure it. Design and execute the resistance management plan: identify likely resistance ahead of go-live, address root causes rather than symptoms, and give managers the language to lead their own teams through the change.
  
  Own the change communication plan end to end, audience,…