Organization Change Management (OCM) Leader

Organization Change Management (OCM) Leader

The OCM Leader owns the people side of organizational transformation for a large hybrid enterprise (on-prem data centers and multi-cloud) and ensures that new services, standards, and ways of working are adopted quickly and stick. You will design and run the end-to-end change strategy - stakeholder mapping, communications, training/enablement, knowledge management, and a change champion network, so every rollout is clear, coordinated, and measured. You’ll turn technical changes into simple “what changed/why it matters/what to do” guidance, align releases to the change calendar, and anchor adoption to experience targets (XLAs) such as time-to-productivity and first-contact resolution. You’ll operate in a multi-vendor (SIAM) model, ensuring cross-domain handoffs are understood and that adoption is tracked in the same dashboards executives and non-technical stakeholders use.

Timeline: This is a contingent posting, expected to start in August, 2026

HOW the OCM Leader WILL MAKE AN IMPACT

You will convert complex modernization into outcomes people can feel with fewer surprises, faster onboarding, and clearer, more confident use of IT services. By pairing plain-language comms with targeted training and just-in-time knowledge articles, you’ll reduce avoidable tickets and speed adoption of standard patterns. Your enablement cycles will tie each release to measurable results, higher self-service, faster request fulfillment, fewer change-related incidents, better satisfaction, and a “you said, we did” loop will close the feedback gap. Executive dashboards will visualize the change story (adoption %, time-to-productivity, deflection, DSAT closure, and budget vs. plan), while engineers will see fewer rework cycles because expectations are clear before go-live. The net effect is safer, faster rollouts; happier users; and benefits realized sooner.

WHAT YOU’LL NEED TO SUCCEED:

• Education: Bachelor's Degree. In lieu of a degree, an additional four years of related experience required
• Experience:
  • 10+ years leading organizational change for large technology programs; 3+ years in federal or highly regulated environments (e.g., VA/DoD/DHS/HHS or Fortune 500).
  • Proven delivery of enterprise-scale enablement for cloud/platform, identity/Zero Trust, ITSM process changes, and service catalog launches with measurable adoption gains.
  • Hands-on ownership of stakeholder analysis, communications plans, training curricula/LMS rollouts, knowledge programs, and change champion networks.
  • Demonstrated partnership with Product/Platform owners, Service/Customer operations, and program finance to link adoption to outcomes and value.
  • Success operating in multi-vendor/SIAM models with shared KPIs and cross-vendor OLAs.
• Technical skills:
  • ITSM & Change Enablement: ServiceNow (or equivalent) for change, release, knowledge, and catalog; experience aligning enablement to the enterprise change calendar.
  • Analytics & Measurement: Power BI/Tableau for adoption scorecards; survey/VoC tooling; define XLAs (e.g., time-to-productivity, self-service rate) and counter-metrics to prevent gaming.
  • Content & Training: O365/SharePoint, LMS administration, micro-learning design, and Section 508-aware content; ability to turn runbooks/policies into role-based learning.
  • Knowledge Management: KCS practices; build and maintain searchable, plain-language articles tied to top intents and ticket deflection goals.
  • Modern Delivery Literacy: Working grasp of CI/CD, IaC/GitOps, policy-as-code, Zero Trust/TIC 3.0, and SRE/SLO basics to translate technical change into user impact.
  • Process & Experimentation: Value-stream mapping, process mining, A/B pilots of comms/training, and adoption risk assessments ahead of major releases.
• Security clearance level: Public Trust
• Skills and abilities:
  • Executive-grade Communication: Clear, concise writing and storytelling for executives, technical teams, and non-technical audiences; strong facilitation and negotiation.
  • Outcome Orientation: Defines success in numbers—adoption %, time-to-productivity, change-related incident rate, CSAT/NPS, DSAT close-loop, and publishes trends transparently.
  • Change Leadership: Builds coalitions, coaches leaders and champions, and turns resistance into actionable feedback; applies Prosci ADKAR (or similar) rigor.
  • User Empathy & Inclusivity: Designs with accessibility and frontline realities in mind; ensures materials meet Section 508 and are tailored by role/location.
  • Governance & Discipline: Maintains a living enablement roadmap, integrates with QBR/MBR rhythms, and ties funding/priorities to KPI deltas.
  • Collaboration in a SIAM Environment: Drives consistent playbooks across vendors; ensures handoffs, responsibilities, and comms are synchronized.
• Preferred Certifications:
  • Prosci ADKAR
  • CCMP
  • Lean Six Sigma Green/Black Belt
• Location: Austin, TX – Hybrid Remote with periodic on-site meetings as required by the customer

GDIT IS YOUR PLACE:

• Full-flex work week to own your priorities at work and at home
• 401K with company match
• Comprehensive health and wellness packages
• Internal mobility team dedicated to helping you build your skills and own your career
• Professional growth opportunities including paid education and certifications
• Cutting-edge technology you can learn from
• Rest and recharge with paid vacation and 10 company-paid holidays

If you are passionate about helping people adopt new ways of working, and you can turn complex technical change into a simple, trusted experience that moves the metrics, we’d like to meet you.