DivIHN (pronounced “divine”) is a CMMI ML3-certified Technology and Talent solutions firm. Driven by a unique Purpose, Culture, and Value Delivery Model, we enable meaningful connections between talented professionals and forward-thinking organizations. Since our formation in 2002, organizations across commercial and public sectors have been trusting us to help build their teams with exceptional temporary and permanent talent.
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For further inquiries regarding the following opportunity, please contact our Talent Specialist, Hema at or Justeen at
Title: Change Management Lead, Marketing Transformation - Remote
Location: Remote
Duration: 6 Months
Only W2 candidates are eligible for this position. Third-party or C2C candidates will not be considered.
Description:
Role Mission
- The Change Management Lead, Marketing Transformation (Contract) provides change management expertise, including practical change communications, to support the successful adoption of Global Strategic Marketing (GSM) transformation initiatives.
- This role focuses on the people side of change across the work GSM is driving, including new processes, ways of working, and operating model changes tied to marketing transformation.
- The role includes stakeholder alignment, change planning, readiness, leader enablement, communications, and adoption support to help ensure GSM initiatives are understood, supported, and successfully implemented across the organization.
Key Responsibilities
- Change Planning: Build and manage the change approach for 10+ GSM transformation initiatives, with a focus on readiness, adoption, and implementation.
- Stakeholder Mapping & Engagement: Identify key stakeholders, audience groups, and levels of impact across marketing and relevant functions. Develop engagement plans and recommend actions to address adoption risks.
- Impact Assessment: Assess how initiatives affect teams, roles, processes, and expectations, and translate findings into actionable support plans.
- Readiness & Adoption Support: Define what teams and leaders need to be ready for change, including where additional clarity, communication, or support is required.
- Leader Enablement & Communications: Equip leaders with practical tools, messaging, talking points, and materials to reinforce change, answer questions, and support adoption. Develop stakeholder communications, leader updates, FAQs, and other materials that help teams understand what is changing, why it matters, and what action is needed.
- Measurement, Listening & Feedback: Establish simple measures and feedback loops to track readiness, adoption, stakeholder sentiment, and areas of confusion or resistance, using insights to adjust the approach as needed.
- Cross-Initiative Coordination: Maintain awareness of related GSM and business initiatives that may impact the same audiences. Help identify overlaps, dependencies, timing concerns, and stakeholder risks to support a more coordinated change experience.
- Partnership Across GSM: Partner with cross-functional stakeholders to ensure change efforts are aligned to the goals, pace, and realities of the work GSM is driving.
What Success Looks Like
- GSM initiatives have a defined, practical change approach.
- Stakeholders understand what is changing, why it matters, what it means for them, and what they need to do differently.
- Leaders are prepared to reinforce key changes and support adoption within their teams.
- Readiness, adoption, and stakeholder feedback are monitored in a simple, actionable way.
- Teams have the clarity, reinforcement, and support needed to successfully adopt new processes, expectations, and ways of working.
- Change activities across GSM are coordinated to reduce stakeholder confusion and improve adoption.
Ideal Candidate Profile
- The ideal candidate brings change management experience, strong stakeholder judgment, and a practical operating style.
- They can bring structure to ambiguous work, manage the people side of transformation, and help teams understand, adopt, and sustain new ways of working without overcomplicating the process.
- Looking for a Senior Change Management Lead to help people at client adopt new ways of working.
- Looking for someone who can take very complex marketing transformation initiatives and bring structure and clarity to them.
- Someone who understands how people react to change and knows how to help teams successfully move through change.
- Someone with a strong executive presence.
- Someone who can proactively identify risks and develop mitigation plans.
Key Attributes:
- Experience leading change, transformation, or adoption efforts in complex organizations.
- Skilled in stakeholder mapping, impact assessment, readiness planning, communications, and adoption support.
- Strong judgment in identifying risks, dependencies, stakeholder concerns, and areas requiring additional clarity or reinforcement.
- Able to support leaders with simple, practical tools that help teams navigate change.
- Comfortable building lightweight processes, measures, and feedback loops.
- Strong collaborator who can connect work across GSM priorities, related business initiatives, and the broader stakeholder experience.
Day-to-Day Responsibilities
- Meet with initiative leads to understand upcoming changes and what teams will need to do differently.
- Identify the audiences impacted by each change initiative.
- Develop change management and adoption plans for multiple concurrent initiatives.
- Create communications, messaging, and supporting materials to drive successful adoption.
- Partner with leaders and stakeholders to ensure organizational readiness.
- Use AI optimization to speed up workflows and improve efficiency.
- Looking for 8–10 years of experience. Candidates with 5–8 years of experience from consulting firms such as Accenture, PwC, or Deloitte will also be considered.
Key Areas of Responsibility
- Change Management
- Communication and Messaging
- Stakeholder Engagement
- Organizational Readiness
- Change Adoption
Top 3 Skills
- Change Management
- Stakeholder Management
- Strong Communication Skills
Additional Skills
- Executive and Leader Enablement
- Change Impact & Readiness Assessments
- Prosci Change Management certification or experience is a plus.
Interview Process
- 3–4 rounds of interviews.
Additional Notes
- Marketing transformation experience is more important than industry experience.
- Healthcare experience is not required.
About us:
DivIHN, the ''IT Asset Performance Services'' organization, provides Professional Consulting, Custom Projects, and Professional Resource Augmentation services to clients in the Mid-West and beyond. The strategic characteristics of the organization are Standardization, Specialization, and Collaboration.
DivIHN is an equal opportunity employer. DivIHN does not and shall not discriminate against any employee or qualified applicant on the basis of race, color, religion (creed), gender, gender expression, age, national origin (ancestry), disability, marital status, sexual orientation, or military status.
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