Enterprise Organizational Development and Change Management Consultant

Benefits

Additional Information

Job Description: Providing for loved ones, planning rewarding retirements, saving enough for whatever lies ahead - our policyholders count on us to be there when it matters most. It's a big ask, but it's one that we have the power to deliver when we work together. We collaborate and innovate - pushing one another to transform not just Pacific Life, but the entire industry for the better. Why? Because it's the right thing to do. Pacific Life is more than a job, it's a career with purpose. It's a career where you have the support, balance, and resources to make a positive impact on the future - including your own. We're actively seeking a talented Enterprise Organizational Development & Change Management Consultant to join our team on-site in Newport Beach, CA or Charlotte, NC. As an Enterprise Organizational Development & Change Management Consultant, you'll move Pacific Life, and your career, forward by using your organizational development and change management expertise to contribute to the success of large-scale people, talent, and culture-related initiatives across our global enterprise. You will play a key role in large-scale organizational changes by increasing the speed of employee adoption, reduction of resistance, and building employee resiliency. This role sits on the Organizational Development and Change Management team, reporting directly to the leader of Organizational Development and Change Management. Your colleagues will include HR professionals across the Talent Management, People Experience, and project management teams. How you'll help us move forward: Design, lead, execute, and maintain change management programs, processes, tools, and training to develop employees' ability to navigate change and drive adoption of new behaviors (e.g., assess stakeholders, design risk and resistance mitigation plans, create stakeholder engagement plans, design training, communication, and/or sustainment plans related to a specific system or process change) Build strong relationships, partner, and consult with key leaders and employees to understand the reasons, scope, and impacts of proposed changes, then coach them to deliver and execute. Assess how program and change initiative timelines fit into the enterprise-wide landscape, and manage change initiatives accordingly; this role focuses on people, talent, and cultural changes across the enterprise, including initiatives that are larger scale, have an extensive scope, and are higher risk (e.g., cross-divisional efforts) Conduct change risk, stakeholder analysis, change impact assessments, and readiness assessments to anticipate and address resistance in line with the enterprise change management framework, methodology, and platform Define the vision, objectives, and success criteria for any large-scale changes by building solid change plans which integrate with project plans, including defining key communications, training, engagement, and sustainment activities Develop and execute tailored engagement strategies to build awareness, desire, and commitment including leveraging executive sponsors, key stakeholders, and change champions) Design, deploy, and coach on organizational development strategies (e.g., team building, meeting facilitation, personality assessments) to facilitate organizations, teams, and individuals working more effectively. Partner with Talent Management, Project Management Offices, People Experience COEs, and HR Business Partners to guide and support effective communications, training material development, and change management plans for projects tailored to diverse, global audiences Source and oversee change management contractor support for divisional and departmental projects Provide change management expertise within project governance, advising project managers and leaders on adoption risks and mitigation strategies Leverage change management software (ChangePlan) to capture, monitor, and report on change activity and capture, measure, and track change saturation, fatigue, etc. Track, monitor, and report on change management metrics and KPIs, measuring adoption of and engagement with changes The experience you bring: 10+ years of experience in Change Management or Organizational Development. Bachelor's degree in HR, Industrial-Organizational Psychology, or related field PROSCI certification or equivalent Experience working in a fast-paced, dynamic, and global workplace Strong analytical, facilitation and problem-solving skills Excellent consultation and communication skills, with the ability to work collaboratively across the enterprise with diverse teams and stakeholders and present insights to leadership Coaching certification (ICF preferred) is a plus What makes you stand out: Adaptability: Comfortable navigating ambiguity and adjusting to evolving project requirements. Collaboration: Able to work effectively with diverse, global teams and stakeholders. Analytical Thinking: Capable of assessing complex situations and