LYBOM Change Partner

Basic Function

The successful candidate will serve as the LYBOM Change Partner and report directly to the LYBOM Business Engagement Director. This role is critical to leading the development, implementation, and execution of strategic change management initiatives for a large-scale enterprise transformation program. The program includes the implementation of a Platform Business Services (PBS) model, optimization of fragmented end-to-end (E2E) processes, and a SAP migration.  This position plays a pivotal role in ensuring sustainable adoption of new processes and technologies across the organization

The successful candidate will ensure that changes from the transformation effort are executed in a structured, systematic, tactical and controlled manner to reduce resistance, uncertainty, and disruptions while driving adoption and fostering positive acceptance of changes across the enterprise. This role requires deep expertise in managing change for complex software migration programs and organizational change while interfacing with stakeholders at all levels of the organization.
 

Roles & Responsibilities

General:

Change Management Leadership

• Act as the LYBOM Change Partner, responsible for overseeing all change management activities within the LYBOM enterprise transformation program.
• Collaborate closely with the Business Engagement Director to align OCM strategies with business objectives and ensure seamless integration with broader program goals.

Change Management Plan Development

• Design and implement comprehensive change management plans tailored to the LYBOM, including PBS implementation, process optimization, workforce realignment, and SAP S/4HANA migration.
• Develop a roadmap to address organizational impacts of transitioning from SAP migration while ensuring alignment with business priorities and timelines.
• Ensure alignment between change management activities and overall program timelines and milestones.

Stakeholder Engagement & Collaboration

• Partner with project managers, functional leaders, cross-functional teams, Corporate Communications, HR, IT teams, and external consultants to integrate OCM plans into the broader transformation program.
• Build strong relationships with senior leadership and key stakeholders to foster buy-in and commitment to change initiatives.
• Developing and maintaining a change agent network across the organization to support implementation.

Impact Assessments & Mitigation

• Conduct change impact assessments to identify organizational impacts related to process redesigns, workforce transitions, and technology adoption.
• Identify potential risks and resistance points associated with large-scale software migration and organizational restructuring; develop mitigation strategies through pre-planning and stakeholder collaboration.

Training & Adoption Programs

• Develop targeted training plans for employees impacted by SAP S/4HANA migration and PBS implementation to ensure effective adoption of new systems and processes.
• Coach managers and employees on navigating change effectively using proven OCM principles.
• Establish and track quantifiable adoption metrics, including system utilization rates, process compliance, and stakeholder satisfaction scores.
• Develop and implement an onboarding program.

Communication Planning

• Create clear communication strategies that articulate the vision for the transformation program, progress updates, and key milestones while addressing employee concerns proactively.

Change Enablement Tools & Metrics

• Design actionable deliverables such as OCM toolkits, templates, readiness assessments, and communication materials specific to enterprise software transitions.
• Define success metrics for change initiatives (e.g., adoption rates, employee engagement) and track progress using data-driven methods; adjust strategies as needed based on results.
• Leverage analytics and feedback data to continuously refine change management approaches.

Continuous Improvement

• Continuously refine OCM strategies based on lessons learned during the transformation program.
• Ensure compliance with regulatory requirements and internal policies related to change management activities.

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Min. Qualifications

Area of Expertise, Requirements:

• Proven expertise in managing OCM for process optimization programs in complex environments.
• Working knowledge of OCM frameworks (e.g., Prosci ADKAR model) tailored to ERP implementations or similar enterprise-wide technology transformations.
• Strong analytical skills with the ability to assess organizational readiness and impact across multiple dimensions (people, processes, technology).
• Exceptional communication skills with experience crafting messaging for diverse audiences across all levels of an organization.
• Demonstrated ability to influence senior leadership while fostering collaboration across globally distributed teams with diverse cultural backgrounds.
• Proficiency in project management tools and methodologies; PMP certification is a plus.
• Change management certification (e.g., Prosci or ACMP) required; additional certifications in Lean Six Sigma or Agile practices are desirable.
• Knowledge of digital transformation methodologies.
• Global/multicultural team leadership experience.

Success Metrics

• Change readiness scores
• Training completion rates
• User adoption metrics
• Stakeholder satisfaction levels
• Change network effectiveness measures

Education

• Bachelor’s degree in business administration, organizational behavior, human resources management, change leadership, or a related field; advanced degree preferred.

Work Experience 

• Minimum of 10+ years of experience leading large-scale organizational change initiatives within global enterprises; experience with software migration programs (e.g., SAP migration) is highly preferred.

Preferred Qualifications

Competencies