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At Children's Wisconsin, we believe kids deserve the best.

Children's Wisconsin is a nationally recognized health system dedicated solely to the health and well-being of children. We provide primary care, specialty care, urgent care, emergency care, community health services, foster and adoption services, child and family counseling, child advocacy services and family resource centers. Our reputation draws patients and families from around the country.

We offer a wide variety of rewarding career opportunities and are seeking individuals dedicated to helping us achieve our vision of the healthiest kids in the country. If you want to work for an organization that makes a difference for children and families, and encourages you to be at your best every day, please apply today.

Please follow this link for a closer look at what it's like to work at Children's Wisconsin:https://www.instagram.com/lifeatcw/

Job Summary
Serves as a strategic advisor and trusted partner to leaders, project teams, and team members responsible for delivering organizational change across Children's Wisconsin. This role leads the design and execution of change strategies that enable adoption, influence behavioral change, minimize disruption, accelerate organizational outcomes, and sustain new ways of working. Operating at both the initiative and enterprise levels, assesses organizational readiness, identifies people related risks and impacts, develops leader and stakeholder engagement strategies, and guides leaders and team members through complex transformations. This role partners closely with operational, clinical, digital, and corporate leaders to ensure organizational change efforts align with Children's Wisconsin's mission, strategic priorities, and commitment to improving the health and well-being of children and families. Influences without authority, coaches leaders through periods of ambiguity and transformation, and contributes to building Children's Wisconsin's organizational change management capability through the development and application of consistent methodologies, tools, and practices that strengthen organizational resilience, readiness, and adaptability. Success in this role is measured not only by the execution of change activities, but by the degree to which leaders and team members adopt and sustain new behaviors that improve organizational performance and business outcomes.
Essential Functions

Strategic Change Leadership

• Serve as the lead organizational change management advisor on highly visible, complex, and enterprise impacting initiatives.

• Partner with executive sponsors, senior leaders, project leaders, and stakeholders to integrate change management strategies into initiative planning and execution.

• Develop and implement comprehensive change strategies that address people, process, technology, culture, and leadership considerations.

• Align change management efforts with organizational priorities, strategic objectives, operational goals, and desired outcomes.

• Anticipate organizational risks, barriers, and impacts associated with change and recommend mitigation strategies.

• Influence decision making by providing insight into organizational readiness, stakeholder needs, adoption risks, and change impacts.

Change Assessment, Planning, and Measurement

• Conduct change impact assessments, stakeholder analyses, organizational readiness assessments, and adoption risk evaluations.

• Identify change saturation, competing priorities, organizational capacity constraints, and potential barriers to successful adoption.

• Develop and execute change management plans that include stakeholder engagement, communication, learning, coaching, reinforcement, and sustainment strategies.

• Establish baseline and future state measures that evaluate readiness, adoption, behavioral change, proficiency, utilization, and organizational outcomes.

• Analyze adoption data, stakeholder feedback, and operational performance measures to evaluate change effectiveness, identify opportunities for intervention, and inform continuous improvement efforts.

• Develop measurement approaches that demonstrate the connection between change management activities, behavioral adoption, and organizational performance outcomes.

Leadership and Stakeholder Enablement

• Coach leaders and sponsors to effectively lead change, communicate key messages, manage resistance, and drive successful adoption.

• Build change leadership capability by providing consultation, tools, practical guidance, and ongoing support.

• Facilitate alignment discussions, decision making, and problem solving among leaders, sponsors, and stakeholders with varying priorities and perspectives.

• Support leaders in addressing team member concerns, ambiguity, and resistance throughout the change journey.

• Foster leadership accountability for adoption, sustainment, and achievement of desired organizational outcomes.

Organizational Adoption, Sustainment, and Value Realization

• Partner with project teams, operational leaders, learning partners, and communication teams to support successful implementation and adoption.

• Monitor organizational readiness, engagement, adoption, utilization, proficiency, and sustainment throughout the change lifecycle.

• Recommend and implement adjustments to change strategies based on organizational needs, stakeholder feedback, and performance outcomes.

• Develop approaches that reinforce desired behaviors, integrate changes into daily operations, and sustain long term results.

• Partners with leaders to build engagement, confidence, ownership, and accountability for sustained behavioral and organizational outcomes.

• Provide leaders with actionable insights and recommendations that maximize adoption, value realization, and organizational impact.

Enterprise Capability Development

• Contribute to the advancement of Children's Wisconsin's Organizational Change Management capability through the promotion of scalable methodologies, tools, standards, and leading practices.

• Mentor change practitioners, project leaders, and stakeholders in effective management and change leadership practices.

• Support the development of organizational change leadership capabilities across Children's Wisconsin.

• Capture lessons learned and identify opportunities to strengthen organizational change maturity, effectiveness, and resilience.

• Contribute to the evolution of measures that demonstrate the value and impact of organizational change management.

Relationship Management and Collaboration

• Build trusted relationships with leaders across clinical, operational, administrative, and corporate functions.

• Foster collaboration, alignment, and shared accountability among leaders, project teams, and impacted stakeholders.

• Serve as a trusted advisor and strategic partner in support of organizational priorities and transformation efforts.

• Represent Organizational Change Management as a valued business partner across Children's Wisconsin.

Education

• Bachelor's Degree with emphasis in Business, Organization Development, Industrial/Organizational Psychology or related field required
• Master's Degree with emphasis in Business, Organization Development, Industrial/Organizational Psychology or related field preferred
• Professional certification in Organizational Change Management, Change Leadership, Organizational Development, Project Management, or a related discipline. preferred

Experience

• 7+ years of progressive experience leading organizational change, organizational development, workforce transformation, learning and development, process improvement, organizational effectiveness, or strategic transformation initiatives. required
• Experience influencing leaders and stakeholders across multiple levels of an organization without direct authority. required
• Experience facilitating discussions and decision making among leaders and stakeholders with competing priorities, perspectives, and organizational impacts. required
• 5+ years experience within a healthcare system, pediatric healthcare environment, academic medical center, or other highly regulated and mission driven organization. preferred

Knowledge, Skills and Abilities

• Ability to develop and execute change strategies that align with organizational goals, desired outcomes, and enterprise priorities
• Ability to build trust, gain commitment, and drive action across all levels of the organization without direct reporting relationships.
• Ability to identify, engage, and align leaders, sponsors, and stakeholders with differing priorities and perspectives.
• Ability to coach leaders to effectively sponsor, communicate, and lead change efforts within areas of responsibility.
• Ability to assess change impacts, organizational readiness, stakeholder needs, capacity for change, and adoption risks.
• Ability to identify, influence, measure, and sustain behavioral changes required to achieve desired organizational outcomes.
• Ability to establish meaningful success measures and evaluate adoption, behavior change, workforce readiness, and organizational impact.
• Ability to leverage quantitative and qualitative data, stakeholder insights, and operational metrics to inform decisions and improve outcomes.
• Ability to facilitate productive discussions, communicate effectively across audiences, and drive alignment, engagement, and action.
• Ability to navigate ambiguity, manage competing priorities, adapt approaches, and help leaders and team members build resilience during change.

Licenses and Certifications

• Professional in Human Resources - HR Certification Institute preferred
• Senior Professional in Human Resources - HR Certification Institute preferred

Children's Wisconsin is an equal opportunity / affirmative action employer. We are committed to creating a diverse and inclusive environment for all employees. We treat everyone with dignity, respect, and fairness. We do not discriminate against any person on the basis of race, color, religion, sex, gender, gender identity and/or expression, sexual orientation, national origin, age, disability, veteran status, or any other status or condition protected by the law.

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