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On-Site role

Job Description:

• We are seeking a Program Manager with Organizational Change Management (OCM) and Training Lead with 7+ years of experience standing up adoption and enablement programs for enterprise system rollouts.
• This role sits in TPD Delivery Services at client and owns one outcome: users move off Clarity Classic onto Modern UX and stay there, working the way the standard says they should.

JOB REQUIREMENTS: (Education, Experience, Knowledge, Skills)

• Bachelor's degree in organizational development, instructional design, communications, business, or a related field (master's degree a plus).
• 7+ years of progressive experience leading organizational change management and enterprise training for technology or system implementations, including at least one full user-migration or platform-transition program owned end to end.
• Formal grounding in a recognized OCM methodology, demonstrated by certification or applied program work: Prosci ADKAR and the Prosci 3-Phase Process, the ACMP Standard for Change Management (CCMP), Kotter’s 8-Step Process for Leading Change, Bridges’ Transition Model, or Lewin’s Unfreeze-Change-Refreeze.
• Demonstrated instructional design capability using an established model: ADDIE, SAM (Successive Approximation Model), Gagné’s Nine Events of Instruction, or Bloom’s Taxonomy for objective writing, with a portfolio of curriculum the candidate personally designed.
• Working proficiency in Clarity PPM as a user and configurator, including Modern UX navigation, blueprints, page layouts, grids, and the differences between Classic and Modern UX that drive user resistance.
• Hands-on production skill in at least two training video and eLearning tools, for example Articulate 360 (Storyline, Rise), Camtasia, Adobe Captivate, Vyond, Descript, Loom, Microsoft Clipchamp, with published work the candidate built alone.
• Working experience with Power Automate or a comparable workflow automation platform, applied to learning operations: enrollment, reminders, completion tracking, feedback collection, and content distribution.
• Practical, current use of AI tools to produce and scale training content, script drafting, synthetic voice and video, translation, summarization, knowledge-based search, with a clear point of view on where AI output requires human review before it reaches a learner.
• Experience measuring training and adoption outcomes against a recognized evaluation model, such as Kirkpatrick’s Four Levels or the Phillips ROI Methodology, using real usage data rather than attendance counts.
• Exceptional written and verbal communication skills, including the ability to write executive change communications and to teach a room that does not want to be there.
• Proven self-starter who has built a program from nothing, no existing curriculum, no template library, no dedicated team, and can show what they produced in the first ninety days.
• Advanced MS Office skills (PowerPoint, Excel, SharePoint, Teams, Forms) and comfort working in a Microsoft 365 environment.

MAJOR JOB RESPONSIBILITIES:
Organizational Change Management Strategy & Adoption (25%):

• Build and own the Clarity Modern UX change strategy using a named methodology, Prosci ADKAR and the Prosci 3-Phase Process as the primary framework, supported by Kotter or Bridges where the situation calls for it, and document which model is being applied and why.
• Conduct change impact assessments and stakeholder analysis by user group (PDMs, project managers, resource managers, finance partners, executives), identifying what specifically changes for each group between Classic and Modern UX.
• Build and maintain the sponsor roadmap and the change agent network, including coaching leaders on the visible, active sponsorship the model requires, sponsorship is the single largest predictor of adoption success, and it is this role’s job to secure it.
• Design and execute the resistance management plan: identify likely resistance ahead of go-live, address root causes rather than symptoms, and give managers the language to lead their own teams through the change.
• Own the change communication plan end to end, audience, message, channel, timing, and sender, and write the communications rather than routing them to someone else.

Training Program Design & Curriculum (25%):

• Stand up the Clarity Modern UX training program from nothing: learning objectives, role-based curriculum paths, session design, exercises, assessments, and a sustainment plan for new hires after go-live.
• Apply a formal instructional design model, ADDIE for full builds, SAM where rapid iteration serves better, and write measurable performance objectives using Bloom’s Taxonomy or Mager’s objective structure.
• Design role-based rather than feature-based training.
• A PDM approving a gate and a resource manager staffing a project need different courses, not the same demo.
• Apply the 70-20-10 principle in program design so learning continues through on-the-job practice and peer coaching, not only through formal sessions.
• Deliver instructor-led and virtual training, run office hours and floor-walking support during transition windows, and train internal super-users to carry delivery forward.

Content Production: Video, Job Aids & Digital Adoption (20%):

• Produce the full content library: short how-to videos, screen-recorded walkthroughs, annotated quick reference guides, step-by-step job aids, and in-application guidance where an approved platform is available.
• Build and edit training video using tools such as Articulate 360, Camtasia, Captivate, Descript, Loom, or Clipchamp, and publish through Microsoft Stream, SharePoint, or Viva Learning.
• Write for the screen, not for a manual. Content is short, task-based, findable in under thirty seconds, and versioned when the system changes.
• Maintain the content library as Clarity is reconfigured, retiring and replacing material rather than letting the library rot into a trust problem.

Clarity Modern UX Proficiency & Hands-On Enablement (15%):

• Know the product cold. Configure and navigate Modern UX blueprints, page layouts, grids, filters, and views well enough to teach them and to identify when a user problem is actually a configuration problem.
• Partner with the PPM and reporting team so that configuration changes, training content, and communications release together rather than in three uncoordinated waves.
• Provide tier-one user support during and after transition, log recurring issues, and drive the fix back into the configuration, the standard, or the curriculum.
• Represent the user’s experience in design decisions, when a layout will confuse people, say so before it ships, not after.

Automation & AI in Learning Operations (10%):

• Use Power Automate to remove manual work from the training operation: enrollment and reminder flows, completion tracking, feedback collection through Microsoft Forms, content distribution, and escalation routing.
• Apply approved AI capabilities, Microsoft Copilot and Azure OpenAI within the Microsoft 365 environment, to accelerate content production: drafting scripts and job aids, generating assessment items, summarizing feedback, and powering knowledge-based search.
• Evaluate AI-assisted video and voice production for scale and refresh speed and apply a documented human review step before any AI-generated content reaches a learner.
• Follow TPD AI governance and data readiness standards on every build and never place project or personnel data into an unapproved tool.

Measurement, Reinforcement & Continuous Improvement (5%):

• Measure adoption against Kirkpatrick’s Four Levels, reaction, learning, behavior, results, with behavior and results tied to real Clarity usage data, not attendance sheets.
• Track leading indicators through the transition (active users, feature usage, data completeness, support ticket volume and theme) and report them to leadership on a set cadence.
• Run the reinforcement plan after go-live, when adoption programs usually fail: refresher content, recognition of early adopters, and correction of drift back to old habits.
• Publish lessons learned and turn the Clarity program into the reusable enablement playbook TPD applies to the next platform change.

KEY SKILLS AND QUALIFICATIONS:

• Command of OCM frameworks in practice, not just in name: Prosci ADKAR and the 3-Phase Process, Kotter’s 8-Step Process, Bridges’ Transition Model, Lewin’s three-stage model, McKinsey 7-S, and the ACMP Standard for Change Management.
• Command of instructional design and evaluation frameworks: ADDIE, SAM, Gagné’s Nine Events of Instruction, Bloom’s Taxonomy, Mager’s performance objectives, 70-20-10, Kirkpatrick’s Four Levels, and the Phillips ROI Methodology.
• Working knowledge of Clarity PPM Modern UX configuration and navigation, sufficient to teach the tool and to troubleshoot user issues without escalating every question.
• Training video and eLearning production: Articulate 360 (Storyline, Rise), Camtasia, Adobe Captivate, Vyond, Descript, Loom, Clipchamp, Microsoft Stream, and Viva Learning.
• Digital adoption platform experience (WalkMe, Whatfix, Pendo, or similar) for in-application guidance, where an approved platform is available.
• Automation of learning operations through Power Automate, enrollment, reminders, tracking, feedback loops, and content distribution.
• Applied use of AI for content production and learner support, with a documented human review step and adherence to enterprise data governance.
• Adoption measurement using system usage data, survey instruments, and scored rubrics; comfort building a simple Power BI view of adoption metrics is a strong plus.
• Executive-grade written communication, facilitation, and credibility to coach senior leaders on their role as sponsors.
• Documented ability to operate independently, sets own priorities, builds the plan, and reports progress without being managed through the work.

Preferred Candidates Will Demonstrate:

• Prosci Change Practitioner certification, CCMP through ACMP, or equivalent formal OCM credential.
• ATD credential (CPTD or APTD) or a formal instructional design certification.
• Prior Clarity PPM or enterprise PPM rollout experience, particularly a Classic-to-Modern-UX or comparable platform migration.
• Experience building an enablement function where none existed, with artifacts from that build.
• Experience in a utility, energy, or other regulated environment with a mature project governance culture.
• Microsoft certification in Power Platform (PL-900) or Power BI (PL-300).
• Experience training technical and non-technical audiences in the same program without dumbing down either one.

About us:
At our organization, we take our mission and values to heart! We are on a mission to offer more and better jobs all over the world! Our goal is to care for you while you care for our clients and get you paid the highest pay possible. All our associates working with us are expected to embrace our RACE values: R - Results Matter, A- Approachable, C - Care, and E - Emergency i.e. work with a sense of urgency.

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