Change Manager, IT​/Tech

Total Comp: $60,000 - $90,000 Yearly (base + bonus)
Location: Overland Park, KS
Workplace: In person (not remote)
Company: Data Map
Client Work: (Use the "Apply for this Job" box below).-experience

Data Map.ai is an AI-first technology consulting and solutions company focused on enterprise systems and automation. We build applications, implement ERP platforms, and provide managed services and production support  clients include Fortune 500 enterprises and high-growth companies such as Google. They rely on us to modernize operations and automate workflows in ways that produce measurable business value.

Data Map is growing fast. We value innovation and collaboration, we work with urgency, and we reward speed, precision, and accountability. Teams here have the authority to solve complex enterprise problems and deliver results.

Ready to help people adopt new technology and stick with it?

Every platform Data Map implements and every product we build changes how people work, and the change pays off only when they adopt it. As a Change Manager, you lead the people side of change on your engagements: rollouts of the partner platforms we implement (Coupa, D365, Net Suite, SAP, and Boomi), adoption of our own products (Positron, Robo Approver, Itemova EDI SaaS), and change inside Data Map itself.

You prepare every group the change touches, from executives and people managers to end users, along with the suppliers, customers, and other implementation service providers outside the organization. Success means people are ready at go-live and still working the new way months later. This role is in person at Data Map's office in Overland Park, Kansas, and is not remote.

Change management is a career path at Data Map, from Change Manager to Senior Change Manager to Director of Change Management. Beyond the Director level, the path continues into executive leadership, such as Data Map's Vice President, Operations & Delivery. We promote from within, and moving up depends on performance and on the needs of the business.

Change strategy and execution

• Plan and run the change workstream on each engagement, from the case for change through go-live and reinforcement, and build the change activities into the project plan with the project team.
• Run change impact and readiness assessments that show how processes, tools, roles, and daily work change for every internal group and third party, and give readiness input before each go-live.
• Draft impact assessments, stakeholder maps, communications, and training content with AI tools, and review every draft before it goes out.

Stakeholder engagement

• Map every stakeholder group by influence and impact, from executives, people managers, and end users to suppliers, customers, and other implementation service providers, and sort the groups by stance into Allies, Opponents, Neutrals, and Adversaries to plan how you engage each one.
• Coach sponsors and people managers to lead their teams through the change, and set up a RACI matrix (Responsible, Accountable, Consulted, Informed) for change decisions and sign-off.
• Work with the client teams that own supplier and customer relationships to lead the change for those groups, and line up the other implementation service providers on the program behind the same timeline, messages, and training.
• Lead the change champion networks, super-users, and trainers on your engagements: engage them often, ask what they're seeing, suggest course corrections, and keep the focus on adoption.

Communication, training, and adoption

• Build the communication and feedback plan for each rollout, with WIIFM ("What's in it for me?") messages for each group, town halls, Q&A sessions, brown bag lunches, and pulse surveys that show what is landing.
• Run the training needs analysis, build role-based training and job aids, deliver sessions, and set up train-the-trainer and super-user programs, including training for the suppliers and customers who have to work the new way.
• Track adoption and proficiency after go-live, find the root cause of resistance, and add reinforcement, refresher training, or in-app guidance through digital adoption platforms such as Walk Me or Whatfix where people struggle.
• Spot the needs your change work uncovers, such as more training, adoption support, or follow-on phases, and work with the project manager to turn them into signed orders.

• At least 3 years of experience leading organizational change management, adoption, or training on…