Sr. Manager, Organizational Change Management

At Epiq, your work contributes to complex, global legal outcomes. You’ll join a values‑driven community where integrity guides decisions, relentless service sets the bar, and we thrive on big challenges together. We invest in your growth with enterprise‑wide learning and mobility. We celebrate who you are, and we respect life beyond work with flexibility that’s recognized externally. Enabled by modern platforms and AI, you’ll do the most meaningful work of your career and see your impact at scale.Job Description:Position SummaryWe are seeking a highly experienced Change Management Lead to support a large-scale enterprise Contract Lifecycle Management (CLM) implementation within a highly complex, matrixed Fortune 10 environment. This resource will lead organizational change management activities focused on user adoption, stakeholder alignment, rollout planning, communications, training readiness, and deployment support for an enterprise CLM transformation.The ideal candidate will bring deep experience leading change for complex enterprise technology implementations, preferably within CLM, legal operations, procurement, sourcing, or other contract-intensive environments. The resource must be comfortable operating with executive stakeholders, cross-functional business teams, and implementation delivery teams in a highly visible enterprise setting.The Change Management Lead will be responsible for establishing and executing the change strategy, assessing stakeholder impacts, preparing the organization for new ways of working, and supporting rollout through go-live and hypercare.Key ResponsibilitiesChange Strategy and Adoption PlanningDevelop the overall adoption framework and organizational change management approach for the CLM implementation.Create and maintain the Change Management Plan aligned to the project timeline, scope, stakeholder landscape, and deployment approach.Define adoption objectives, change success measures, and readiness indicators to support user transition and sustained adoption.Align change activities with the broader implementation phases including readiness, requirements, design, build, UAT, deployment, and hypercare.Stakeholder Impact and ReadinessConduct a change impact assessment for up to five stakeholder groups, identifying process, role, behavior, and operational impacts.Partner with business and project leadership to assess organizational readiness and adoption risks.Facilitate one implementation readiness workshop to validate stakeholder preparedness, dependencies, and key decisions required for program success.Provide recommendations to mitigate resistance, improve stakeholder alignment, and strengthen adoption readiness.Communications and RolloutCreate and execute the change communications and rollout plan for the implementation.Draft change communications and end-user messaging, including announcements, launch communications, email campaigns, awareness content, and lunch and learn materials.Ensure communications are tailored by audience, role, and stage of the implementation lifecycle.Coordinate change-related messaging with project leadership, client stakeholders, and training activities to support a cohesive rollout experience.UAT, Deployment, and Cutover SupportSupport rollout planning and go-live readiness during UAT and deployment phases.Develop the cutover plan for deployment, including sequence of activities, script execution coordination, roles and responsibilities, and business readiness considerations.Partner with functional and technical leads to ensure change, communications, training, and deployment activities are integrated into the cutover plan.Support go-live coordination and transition into hypercare, including reinforcement communications and adoption follow-up.Training Readiness and Adoption EnablementSupport role-based adoption planning tied to training needs, user groups, and process changes introduced by the CLM solution.Collaborate with delivery and client stakeholders to ensure training approach aligns to stakeholder impacts, rollout timing, and business readiness.Support preparation of adoption materials and business-facing enablement content that reinforce new processes and system behaviors.Project Collaboration and GovernanceWork closely with the Program Lead, Project Manager, functional leads, and client stakeholders to embed change management into the overall project plan.Provide regular updates on change progress, risks, dependencies, and readiness status.Contribute to weekly status reporting and executive-level updates as needed.Ensure all change management deliverables are produced at a level appropriate for a highly visible enterprise implementation.Core DeliverablesThis role will be responsible for leading and/or producing the following change management deliverables:Adoption FrameworkChange Management PlanChange Impact Assessment for up to 5 stakeholder groupsImplementation Readiness Workshop and summary outputsChange Communications and Rollout PlanDraft and final communications content, including announcements, emails, and lunch and learn materialsCutover Plan covering deployment sequencing, script execution coordination, and roles and responsibilitiesUpdated change management deliverables through design, build, UAT, deployment, and hypercareReadiness and adoption inputs to weekly project reporting and go-live planningRequired Qualifications5+ years of experience leading organizational change management for enterprise technology implementationsDemonstrated experience owning change management workstreams from planning through deployment and hypercareStrong experience with stakeholder impact assessments, adoption planning, rollout communications, and business readinessExperience developing executive-ready communications and materials for large, cross-functional programsAbility to facilitate workshops and engage stakeholders across legal, procurement, contracting, operations, IT, and leadership teamsStrong understanding of enterprise software implementation lifecycles including requirements, design, testing, deployment, and hypercareExcellent written communication, executive presence, and structured problem-solving skillsProven ability to work in fast-paced consulting environments with demanding stakeholders and evolving prioritiesYour specific salary will be determined based on several factors:Location-based market rate for the roleYour abilities in relation to the job specificationPerformance during screening and interviewPay parity with the wider team in the considered locationFurther details about the package will be provided during the initial screening call with the Talent Acquisition Team.Click Here To Learn About Epiq's Benefits.Epiq Leadership CompassEnterprise Decision MakingApplies deep business and financial insight to guide strategic decisions, resource allocation, and thought leadership.Use financial and market expertise for long-term direction Build strategic partnerships Promote a customer-first mindset Allocate global resources for innovation and growth Cultivates a Growth MindsetFosters innovation through curiosity, smart risk-taking, and adaptability—aligning change with strategy for lasting impact.Promote curiosity and forward-thinking Build a culture of innovation through partnerships Drive innovation to meet client needs Lead innovation with a clear vision Align innovation with market trends Builds Talented Teams Builds and develops inclusive, high-performing teams aligned to strategic goals for exceptional talent and business results.Focus on employee engagement Build a strong talent pipeline Fosters Relationships & Collaboration Builds trust and alignment through open communication, shared goals, and strong partnerships to drive collective success.Build trust-based partnerships Nurture long-term relationships Remove collaboration barriers Celebrate cross-team successEngages & InfluencesInspires action and alignment through clear communication, purposeful influence, and a compelling vision.Use storytelling to build buy-inAlign communication with organizational goalsGuild alignment through strong engagementMaximizes PerformanceSets and reinforces performance standards that drive results, ensure accountability, and align with Epiq’s goals.Use data to identify improvement opportunitiesMake informed decisionsAlign team goals with boarder strategyEmpower teams to manage their own goalsTranslate vision into clear prioritiesPrepare for disruptions with strong change managementIt is Epiq’s policy to comply with all applicable equal employment opportunity laws by making all employment decisions without unlawful regard or consideration of any individual’s race, religion, ethnicity, color, sex, sexual orientation, gender identity or expressions, transgender status, sexual and other reproductive health decisions, marital status, age, national origin, genetic information, ancestry, citizenship, physical or mental disability, veteran or family status or any other basis protected by applicable national, federal, state, provincial or local law. Epiq’s policy prohibits unlawful discrimination based on any of these impermissible bases, as well as any bases or grounds protected by applicable law in each jurisdiction. In addition Epiq will take affirmative action for minorities, women, covered veterans and individuals with disabilities. If you need assistance or an accommodation during the application process because of a disability, it is available upon request. Epiq is pleased to provide such assistance and no applicant will be penalized as a result of such a request. Pursuant to relevant law, where applicable, Epiq will consider for employment qualified applicants with arrest and conviction records.