Change Management Specialist

Mission Statement: Unlocking potential while protecting your most critical assets.

Core Values: Care Trust Help (C.T.H.).

The Change Management Specialist supports organizational change by helping employees adopt new processes, systems, technologies, and operational improvements. Work with Operations and other business partners, this role assesses impacts, develops practical communication and training resources, addresses adoption barriers, and helps sustain changes across field and office operations.

• Develop and execute change management plans supporting operational, technology, process, organizational, and continuous improvement initiatives.
• Assess the impact of proposed changes on employees, departments, workflows, responsibilities, and business operations.
• Partner with Operations and subject matter experts to understand, document, and standardize current and future workflows for effective implementation.
• Translate organizational initiatives and leadership decisions into clear, actionable expectations for employees and leaders.
• Identify affected stakeholders and develop communication, engagement, training, readiness, and adoption plans based on the impact of the change.
• Maintain a strong field and operational presence to understand how changes affect employees performing the work and ensure implementation strategies reflect actual operating conditions.
• Partner with leaders to identify employee concerns, resistance, operational barriers, or competing priorities that may impact successful adoption.
• Develop and coordinate training, job aids, process documentation, quick-reference materials, and other resources necessary to support implementation.
• Maintain practical change management tools and processes that can be reused across company initiatives.
• Support the implementation and adoption of new technology platforms, operational systems, and business tools in partnership with Operations, IT, vendors, and other functional leaders.
• Define adoption measures, monitor implementation progress, report risks and challenges, and conduct post-implementation reviews to confirm outcomes and identify improvements.
• Support organizational growth, restructuring, acquisitions, integrations, and other business changes requiring coordinated employee and operational transition.

• Serve as a trusted change management resource to leaders responsible for implementing significant organizational or operational initiatives.
• Build credibility and productive working relationships across all levels of the organization, including executives, operational leaders, project managers, superintendents, foremen, and field employees.
• Coach leaders on their responsibility for communicating, reinforcing, and sustaining organizational change within their teams.
• Influence without relying solely on positional authority and effectively navigate differing perspectives, priorities, and levels of readiness.
• Encourage open communication and provide employees and leaders with appropriate opportunities to raise concerns, identify barriers, and contribute practical solutions.
• Model Niles' values and leadership expectations through collaboration, accountability, communication, and respect.
• Develop internal change capability by providing leaders and subject matter experts with tools and guidance to effectively lead change within their areas of responsibility.

• Partner with business leaders to understand upcoming priorities and identify the change support needed for successful implementation.
• Evaluate the cumulative impact of multiple initiatives to help prevent change fatigue, conflicting priorities, or unnecessary disruption to business operations.
• Identify organizational patterns or recurring barriers that may limit the company's ability to implement change effectively.
• Ensure change management strategies support organizational growth while maintaining operational effectiveness, productivity, safety, quality, and customer commitments.
• Provide leadership with meaningful data and insight regarding organizational readiness, adoption, implementation risks, and sustainability.
• Promote a continuous improvement mindset by helping leaders and employees understand not only what is changing, but why the change is important to the business.

• Bachelor's degree in business administration, Organizational Development, Human Resources, Operations, Communications, or a related field…