Deloitte Jobs

Job Information

Deloitte Organizational Change Senior Manager—TCC/Talent Culture & Change in Boston, Massachusetts

Organizational Change Senior Manager-TCC/Talent Culture & Change

Applicants or employees with disabilities must be offered any reasonable accommodations, which are necessary for them to be able to perform the essential functions of a position.

Key Role Description:

HRST Teams will partner to reimagine how Talent fuels our businesses through customer-centric, digitally enabled talent services. In our approach we strive to be innovative, integrated, and practical to deliver solutions and experiences that align Talent to the firm's strategy.

The responsibilities of the HRST Talent Culture & Change Management (TCCM) team are to:

  • Drive adoption of transformational and strategic initiatives to execute against the Talent transformation roadmap and against other identified Talent priorities

  • Work across HRST to define, drive, and iterate a coordinated HRST approach to culture and change management

  • Work across portfolio, program, and projects to coordinate culture and change activities with Talent, Business, Consulting, and HRST stakeholders and to support consistent, effective execution of change management for Talent Transformation and other Talent Priorities as needed

  • Support HRST and Talent in anticipating and mitigating challenges to change adoption and effective use of technologies

  • Act as a Culture and Change Center of Excellence (CoE) for HRST and the Talent Channel and as a Community of Practice (CoP) for change management professionals embedded in implementation teams

  • Act as a culture and change advisor for HRST and Talent leaders

  • Work with HRST, HRST UX, Talent, and Talent Communications leaders to refine and amplify a clear and compelling vision of the Talent Channel experience and the talent experiences of Deloitte professionals in their engagement with the channel

The Organizational Change Senior Manager will be assigned primary responsibility for tracking and prioritizing Talent Channel OCM needs and assigning and managing the work. The Senior Manager will work closely with HRST Talent Culture & Change Management Leader and key Talent Channel stakeholders to drive consistent delivery of culture & change activities. The Senior Manager will also partner, as a deputy, with the HRST Talent Culture & Change Management Leader to inform the overall culture and change management approach, lead the Talent Culture & Change function, and mentor and develop all those supporting change within and on behalf of Talent.

Job Responsibilities:

Leadership:

  • Act as leader within Talent Culture & Change Team, partnering to develop and drive consistent delivery of culture & change

  • Lead Organizational Change Management planning and execution for key projects within the Talent Transformation

  • Provide "white glove support" for Talent and Business leaders and build strong working relationships, managing escalations of their concerns, and sharing insights into progress and potential impacts

  • Actively manage executive stakeholders within the Talent organization and across the businesses and enabling areas

  • Drive the creation and use of common change and engagement strategies and templates

  • Mentor and develop staff

  • Support creation of an inclusive and collaborative team culture

    Change Management:

  • Advise leaders on proactively managing stakeholders, including anticipating and mitigating risks and issues, navigating stakeholder conflicts and prioritization, and facilitating adoption of technology and processes

  • Proactively manage group and individual stakeholder needs and concerns through ongoing engagement, eliciting stakeholder feedback, supporting clear and effective articulation of stakeholder concerns, functional and technical requirements gathering, design, and testing workshops, establish and coordinate stakeholder groups, and analyze stakeholder data

  • Clearly and effectively communicate technical and functional understanding for business leaders, support recruitment of champions, and facilitate adoption

  • Seeks to understand and acknowledge stakeholder views and experiences

  • Plan for contingencies and advise project leaders in managing project communications and stakeholder issues

  • Work with TCC and Strategic Integration (SI) teams to conceive and develop consistent communications, and change and communications strategies/plans that are aligned with Talent strategies and leading practices

  • Provide editorial oversight of technical documents to ensure consistent, relevant, and meaningful messaging, and that language is clear and understandable

  • Monitor communications and change management effectiveness, measure results, and update strategies and plans

  • Serve as the change and communications SME for the service area, functional, and/or project team, providing your expertise and demonstrating its value to project success

  • Actively develop knowledge of the Talent Management Lifecycle and current state service delivery

  • Develop compelling, logically structured presentations and deliverables that will be shared at the Talent and business leadership level

  • Coordinate with other teams across Talent and the Businesses, including Leaders, as appropriate, to understand project implications for other programs, projects, or processes or when subject matter expertise is required

  • Maintain awareness of current business trends, operating conditions, and internal process and practices that have significant impact on Talent programs

Qualifications: Required:

  • Senior Manager level (CL6) candidate

  • Bachelor's Degree in Business or a related area;

  • Minimum 10 years of professional experience

  • Minimum of 6 years of related experience

  • Creative and curious, with the ability to inspire others and to bring order to chaos

  • Passionate about our talent

  • Strong executive stakeholder management and influence skills

  • Excellent program/project management skills

  • Ability to think both strategically and tactically, with strong analytical and problem-solving skills

  • Strong communication and facilitation skills

  • Experience leading organizational transformations

  • Talent/HR systems background and an extensive, broad network across the Business(es) and/or Talent Channel

  • Possess a practical working understanding of a variety of change management methodology and practices, technology adoption, and strategic communications methods and practices, including channel and audience/stakeholder analysis and readiness assessments

  • Possess the ability to advise, to remain unflustered in a crisis, to write quickly and well to produce world-class communications for audiences across channels and levels

  • Must be legally authorized to work in the United States without the need for employer sponsorship, now or at any time in the future

For individuals assigned and/or hired to work in Colorado and Nevada, Deloitte is required by law to include a reasonable estimate of the compensation range for this role. The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At Deloitte, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is $95,070-175,080.

You may also be eligible to participate in a discretionary annual incentive program, subject to the rules governing the program, whereby an award, if any, depends on various factors, including, without limitation, individual and organizational performance.

EATALENTExpHire

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or protected veteran status, or any other legally protected basis, in accordance with applicable law.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or protected veteran status, or any other legally protected basis, in accordance with applicable law.

DirectEmployers