Organizational and Transformation Manager

Organizational Change & Transformation Manager

Pearl Consulting Group
Full-Time | Remote | Central America

Pearl Consulting Group (PCG) is seeking an experienced Organizational Change & Transformation Manager to lead change management and transformation initiatives across complex enterprise client environments.

This role is designed for a seasoned change practitioner who understands that successful transformation goes beyond communications and training. The ideal candidate can assess organizational readiness, navigate complex stakeholder dynamics, develop practical change strategies, manage resistance, drive adoption, and help organizations successfully transition through changes involving people, processes, operating models, and technology
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The Organizational Change & Transformation Manager will work closely with client executives, program and project managers, technical teams, business leaders, and end users to ensure transformation initiatives are understood, adopted, and sustained.

Strong hands‑on Organizational Change Management (OCM) experience is required. Experience supporting technology or cybersecurity transformations is highly preferred but not required.

• Lead end-to-end OCM activities for complex enterprise business and technology transformation initiatives.

• Develop comprehensive change management strategies and plans aligned with project objectives, business outcomes, and organizational priorities.

• Conduct change impact assessments, stakeholder analyses, organizational readiness assessments, and adoption assessments
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• Identify change risks, resistance points, organizational impacts, and dependencies and develop appropriate mitigation strategies.

• Develop stakeholder engagement strategies across executive leadership, management, impacted teams, and end users.

• Build and manage change champion or change agent networks where appropriate.

• Create communication strategies and plans that clearly articulate what is changing, why it matters, and what impacted audiences need to do differently.

• Partner with training and enablement teams to develop role‑based learning, training, and knowledge‑transfer strategies.

• Establish adoption metrics, KPIs, feedback mechanisms, and reinforcement strategies to measure whether change is successfully taking hold.

• Facilitate workshops, stakeholder sessions, leadership discussions, and change‑readiness activities.

• Identify and proactively address stakeholder resistance throughout the transformation lifecycle.

• Assess the underlying causes of resistance and develop targeted strategies to build trust, alignment, and commitment.

• Demonstrate the ability to turn resistant or skeptical stakeholders into informed supporters, change champions, and project advocates
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• Navigate challenging stakeholder relationships with diplomacy, credibility, empathy, and appropriate executive presence.

• Coach leaders and managers on their role in sponsoring, communicating, and reinforcing organizational change.

• Build advocacy across impacted groups by connecting transformation objectives to business outcomes and individual stakeholder priorities.

• Recognize organizational dynamics, competing priorities, and stakeholder concerns and adapt the change approach accordingly.

• Escalate significant adoption or resistance risks appropriately while maintaining productive stakeholder relationships.

• Partner with program and project leadership to integrate change management into the overall transformation roadmap and delivery plan.

• Translate transformation objectives into clear organizational, operational, and behavioral changes.

• Help clients navigate changes to business processes,…