Senior Director, Change Management

The Senior Director, Change Management, needs to be competent, confident, perseverant, inspirational, influencing, disciplined and dependable. H/She is responsible for the change management approach and strategy for CSBS and applying the defined approach to ongoing and future initiatives. S/he will monitor portfolio of change initiatives, while working to ensure the successful implementation.

Essential Functions

To perform this job successfully, an individual must be able to perform each essential duty and responsibility satisfactorily.  Reasonable accommodations may be made to enable an individual with disabilities to perform the essential functions.  Other duties may be assigned to meet business needs.

• Own and maintain the Prosci Change Management Methodology and tools for the organization.
• Ensure Prosci change management methodology is leveraged consistently, internally, and externally.
• Provides oversight of all change initiatives planned and underway and ensures each is delivered effectively through the application of a consistent methodology and performance metrics.
• Build and manage a comprehensive view of the CSBS Portfolio of change initiatives for key stakeholder segments of the organization so that leaders have visibility into change resourcing, capacity, saturation and can make informed decisions regarding readiness for deployment of additional initiatives.
• Develop, maintain, and ensure organization support and alignment for the Enterprise Change Management (ECM) roadmap, timeline, and resources required.
• Responsible to standup and lead a Community of Practice that focuses on education, continuous improvement, and sharing of best practices to develop current practitioners and interested colleagues to build organizational capability.
• Proactively engage leaders and provide visibility to unique people needs and challenges from a change, communication, organization, job design and training perspective to support the delivery of transformational initiatives.
• Serve as a coach for executive, senior leaders, and managers in helping them fulfill the role of change sponsors.
• Provide coaching and support project teams in integrating change management activities into project plans.
• Serve as a change management resource on identified projects and drive stakeholder engagement, leadership alignment, impact analysis, learning/training, change communications, organizational readiness, deployment, and adoption measurement.
• Central point person for decisions regarding change management curriculum, training, and ongoing development.
• Build strong partnerships with change practitioners and other stakeholders who have a role in ensuring people are prepared for change, including business leaders, communications, training, and people business partners.
• Build strong partnership with the project management and program management functions across the organization.
• Provide subject matter expertise and support, including feedback, to change practitioners.
• Measure results, coaches, and advises practitioners and leaders regarding individual effectiveness relative to the adoption of changes in people, processes, and technologies across initiatives.
• Focus on building a strong change management capability within the workforce.
• Vendor management - pro-actively manage relationship with Prosci to deliver high quality change management products.

Minimum Qualifications

To perform this job successfully, an individual should possess the knowledge, skills, and abilities listed and meet the amount of education, training and/or work experience required.

Education and Experience

• Bachelor’s degree in learning, communications, organization behavior, organization development or similar fields.
• Master's Degree: MBA preferred.
• Experience in change management areas such as communications, training and support, leadership engagement or change network management is preferred.
• Experience in the application and execution of Prosci methodology required; Prosci certification preferred.

Knowledge, Skills, and Abilities

Specifically, the Senior Director will have the following attributes, experiences, and qualifications:

• Credible and experienced change management expert with strategic insight and proven capability to drive results across a large-scale, operating organization.
• Sound understanding and practical application of change management methodologies.
• Experience and knowledge of change management principles, methodologies, and best practices.
• Subject matter expert who understands how to create change management plans that directly align with and support overall business.
• An extensive understanding of how people and organizations go through change and the change process.
• Strong written and verbal communication skills.
• Can deliver meaningful results on a small and large scale.
• High degree of comfort operating effectively in a matrixed.
• Strong influencing skills.
• Ability to engage and influence senior level leadership.

Requirements

• Due to the nature of CSBS’s business in support of state financial services supervision, all CSBS employees have the potential of interacting with confidential information related to the supervision of financial services companies (“Confidential Supervisory Information”). As a result, in addition to general business conflicts of interest, all CSBS employees are expected to disclose conflicts of interest in financial services companies on at least an annual basis and to proactively avoid such conflicts.

• Protect the confidentiality, integrity, and availability of CSBS information and information systems in accordance with CSBS policies and procedures.  

Values Instilled Behaviors for Excellence

Member/ Customer Service                                           

• Builds and values relationships.
• Prioritizes work. 
• Advocates and advances member's goals.

Teamwork

• Gives credit to others.   
• Has a “pitch in” attitude.
• Learns from successes and setbacks.      

Respect/Trust   

• Listens and learns from others. 
• Speaks the truth even when uncomfortable.       
• Honors the expertise of others.

Collaboration    

• Recognizes the contributions of others. 
• Consults and communicates effectively. 
• Desires to make others successful.                        

Ownership/Engagement             

• Perseveres through adversity.
• Experiments and takes risks.      
• Plans ahead and is forward-thinking.

Core Leadership Competencies

Achievement Oriented Thinking

• Is a solutions-oriented thinker.
• Has good time management skills.
• Manages expectations of what is achievable.

Change Management

• Actively engages and participates during change. 
• Asks questions and takes ownership for understanding why the change is happening and the risk of not changing actively. 
• Adopts the new habits, monitors own performance and checks self against the objectives and seeks help when they don’t match. 
• Identifies and communicates obstacles and resistance. 

Emotional Intelligence (Self-Awareness)

• Manages own emotions productively to stay in role.
• Handles emotionally charged situations productively and with empathy.
• Asks for and openly accepts feedback; looks for opportunities to grow.
• Conducts conversations courageously - hitting difficult issues head-on with an eye on maintaining relationships.

Working Conditions

• General office.