Change Manager – Workday

Role OverviewWe are seeking a highly execution-focused Change Manager / Senior Change Analyst to support enterprise HR transformation initiatives, with a primary focus on a Workday HCM implementation.This role will act as the execution arm of the Change Lead, translating strategic direction into actionable plans and deliverables that drive adoption across the HR function and broader organization.The ideal candidate is both structured and proactive—able to take defined direction and independently build high-quality change artifacts, while also contributing ideas and recommendations based on experience.This individual will work cross-functionally with HR leaders, functional SMEs (Payroll, Benefits, Talent, HRIS), Communications, Training, IT, and external implementation partners.Required Qualifications5+ years of experience in organizational change management, HR transformation, or related roles (level will be calibrated based on experience)Direct experience on at least 2 Workday implementations within the past 5 years, as either Internal Change Manager/Analyst, or Consulting Change Manager/Analyst (e.g., SI experience)Demonstrated experience creating and executing:Change strategies and plansCommunication strategies and materialsTraining plans and coordinationAdoption and success metricsProven ability to conduct:Stakeholder analysisChange impact assessmentsReadiness assessmentsStrong project coordination and planning skillsPreferred QualificationsExperience supporting HR functions (e.g., Payroll, Benefits, Talent, HRIS)Familiarity with Workday HCM modules and business process changesExperience working with System Integrators (e.g., Deloitte, Accenture, PwC)Certification in structured OCM methodologies (e.g., Prosci)Skills & CompetenciesExecution excellence – able to take direction and independently produce high-quality deliverablesStructured thinking – strong ability to translate ambiguity into clear plansCommunication skills – exceptional written and verbal communicationStakeholder management – able to work effectively across HR and business teamsAnalytical mindset – comfortable tracking and interpreting adoption and readiness metricsAttention to detail with ability to manage multiple prioritiesClose collaboration with HR leadership and program teamDemonstrated experience developing hands-on training materials (e.g., job aids, training decks, process documentation) for system implementations such as WorkdayKey ResponsibilitiesChange Strategy Execution & PlanningTranslate high-level change strategy and direction into detailed, actionable change plansDevelop and maintain integrated change plans and timelines aligned with the overall program planSupport refinement of change approach, success metrics, and adoption strategiesIdentify change risks and recommend mitigation strategiesStakeholder & Impact ManagementConduct stakeholder identification, analysis, and segmentationPerform change impact assessments across HR functions and employee populationsPartner with HR functional leads (Payroll, Benefits, Talent, etc.) to validate impacts and readinessSupport development of targeted engagement strategies for key stakeholder groupsCommunications Development & ExecutionDraft and manage end-to-end communication plansCreate high-quality communication materials, including:Executive messagingEmployee announcementsFAQsTalking pointsIntranet contentEnsure messaging is clear, consistent, and aligned to leadership priorities and company valuesTraining & Readiness SupportSupport development and execution of training strategies and plansOwn and drive the development of training deliverables end-to-end, not just coordinationDesign and develop high-quality training materials, including:Role-based training decksJob aids and quick reference guidesProcess walkthroughs and system simulations (as needed)Trainer and facilitator guidesTranslate Workday system functionality and new business processes into clear, user-friendly training contentPartner with Training/L&D and system integratorAdoption & Readiness TrackingDefine and track adoption and success metricsMonitor organizational readiness, including stakeholder sentiment and engagementTrack and manage:Change risksResistance pointsAdoption gapsProvide regular reporting and insights to Change Lead and program leadershipCross-Functional CoordinationAct as a central coordinator across HR workstreamsEnsure alignment between:Change activitiesProgram milestonesFunctional deliverablesPartner with PMO to integrate change activities into overall project trackingContinuous Improvement & Thought PartnershipProactively identify opportunities to improve change approach, messaging, and adoption tacticsBring ideas and recommendations based on prior experience and best practicesContribute to building scalable, reusable OCM frameworks and templatesWhat Success Looks LikeChange plans are clear, actionable, and integrated into the programCommunications are timely, consistent, and effectiveTraining materials are clear, high-quality, end-to-end and role-basedHR stakeholders are engaged, informed, and preparedRisks and resistance are identified early and actively managedAdoption metrics show strong readiness and sustained usage post-go-live