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Change Management Lead (Temporary)

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This is a temporary (5 months) remote-working role (onsite and hybrid options available) reporting to our Global Talent Management team. Responsibilities * Change Strategy: Build an integrated change ...

Centric Consulting

Remote Travel Expectations: 0% Job Classification: Temporary (W2T) Join Centric Consulting - A ... Core Responsibilities Change Management * Validate and document regional change impacts * Identify ...

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Remote Engineering Change Management information

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How much do remote engineering change management jobs pay per hour?

As of Jul 7, 2026, the average hourly pay for remote engineering change management in the United States is $72.84, according to ZipRecruiter salary data. Most workers in this role earn between $56.01 and $86.78 per hour, depending on experience, location, and employer.

What is the difference between Remote Engineering Change Management vs Remote Product Lifecycle Coordinator?

AspectRemote Engineering Change ManagementRemote Product Lifecycle Coordinator
CredentialsEngineering degrees, change management certificationsProduct management or business degrees, project management certifications
Work EnvironmentEngineering teams, manufacturing or design firmsProduct teams, marketing, and development departments
Industry UsageManufacturing, aerospace, automotiveConsumer electronics, software, retail
Search & Comparison IntentFocus on engineering change processesFocus on product lifecycle management

Remote Engineering Change Management involves overseeing technical modifications in engineering projects, ensuring compliance and quality. Remote Product Lifecycle Coordinators manage the entire product lifecycle, from development to end-of-life, focusing on cross-functional coordination. While both roles require project management skills, Engineering Change Management is more technical, whereas Product Lifecycle Coordination emphasizes product strategy and cross-team collaboration.

How does a remote Engineering Change Management professional typically collaborate with cross-functional teams to implement changes effectively?

Remote Engineering Change Management professionals frequently coordinate with design, manufacturing, quality assurance, and procurement teams through digital collaboration tools. Regular virtual meetings, clear documentation, and efficient workflow management are essential for aligning stakeholders and ensuring timely approvals. Challenges can include bridging communication gaps and maintaining transparency, but leveraging project management platforms and setting clear expectations helps facilitate smooth change implementation. Building strong virtual relationships and proactively addressing potential roadblocks are key to success in this role.

What are the key skills and qualifications needed to thrive as a Remote Engineering Change Management professional, and why are they important?

To thrive as a Remote Engineering Change Management professional, you need a solid understanding of engineering principles, change control processes, and documentation standards, typically supported by a relevant engineering degree or certification. Familiarity with Product Lifecycle Management (PLM) software such as Siemens Teamcenter, Agile PLM, or Windchill, along with experience in digital collaboration tools, is essential. Strong attention to detail, effective communication, and organizational skills help facilitate seamless coordination and implementation of changes across remote teams. These skills ensure accuracy, regulatory compliance, and efficient management of engineering updates in distributed environments.

What is remote engineering change management?

Remote engineering change management is the process of overseeing, coordinating, and implementing changes to engineering projects, products, or systems while working remotely. This involves reviewing change requests, assessing their impact, ensuring proper documentation, and facilitating communication between teams located in different places. The goal is to maintain project quality, compliance, and efficiency, even when team members are not physically present in the same location. Remote tools and collaboration platforms are often used to streamline the entire change management workflow.
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What cities are hiring for Remote Engineering Change Management jobs? Cities with the most Remote Engineering Change Management job openings:
What are the most commonly searched types of Engineering Change Management jobs? The most popular types of Engineering Change Management jobs are:
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Remote Engineering Change Management jobs near you
Infographic showing various Remote Engineering Change Management job openings in the United States as of July 2026, with employment types broken down into 100% Full Time. Highlights an 100% Remote job distribution, with an average salary of $151,511 per year, or $72.8 per hour.
Change Management - Team Lead

Change Management - Team Lead

World Wide Technology Holding, LLC

Saint Louis, MO • Remote

$96K - $120K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted yesterday

Job description

Qualifications:

  • Bachelor's Degree in Arts/Sciences (BA/BS) in Business, Organizational Development, HR, Communications or related field required or a combination of education, training, and experience may be considered in lieu of a degree.
  • Master's degree in Arts/Sciences (MA/MS) preferred
  • A minimum of 8 years' progressive experience in a related field
  • 5-7 years of Management experience in OCM field or related field
  • 8-10 years of progressive experience in organizational change management
  • Demonstrated experience leading change management strategies with HR or IT transformation initiatives
  • Experience overseeing teams and resources across multiple concurrent projects
  • Experience working with senior leaders to build sponsorship and drive organizational change
  • Prosci Change Management Certification preferred
  • Certified Change Management Professional (CCMP) preferred
  • Agile Certified Practitioner (ACP) certification through Project Management Institute (PMI-ACP) preferred

Knowledge, Skills, and Abilities:

  • Expert knowledge of change management methodologies (e.g., Prosci ADKAR)
  • Business acumen to connect change strategies to business outcomes and KPIs
  • Exceptional stakeholder management and influencing skills
  • Excellent communication skills for diverse audiences
  • Strategic thinking and analytical capabilities
  • Ability to manage multiple initiatives simultaneously
  • Emotional intelligence and cultural awareness
  • Strong facilitation and workshop design skills
  • Adaptability and resilience in fast-paced environments
  • Coaching and mentoring abilities

Want to learn more about WWT? Check us out here: https://www.wwt.com/about

Certain states and localities require employers to post a reasonable estimate of salary range. A reasonable estimate of the current base pay range for this position is $96,000 - $120,000 annually. Actual salary will be based on a variety of factors, including shift, location, experience, skill set, performance, licensure and certification, and business needs. The range for this position in other geographic locations may differ. Certain positions may also be eligible for variable incentive compensation, such as bonuses or commissions, that is not included in the base pay.

The well-being of WWT employees is essential. So, when it comes to our benefits package, WWT has one of the best. We offer the following benefits to all full-time employees: Health and Wellbeing: Health, Dental, and

  • Vision Care, Onsite Health Centers, Employee Assistance Program, Wellness program
  • Financial Benefits: Competitive pay, Profit Sharing, 401k Plan with Company Matching, Life and Disability Insurance, Tuition Reimbursement
  • Paid Time Off: PTO and Sick Leave (starting at 20 days per year) & Holidays (10 per year), Parental Leave, Military Leave, Bereavement
  • Additional Perks: Nursing Mothers Benefits, Voluntary Legal, Pet Insurance, Employee Discount Program

We strive to create an environment where all employees are empowered to succeed based on their skills, performance, and dedication. Our goal is to cultivate a culture of belonging that encourages innovation, collaboration, and respect for all team members, ensuring that WWTremainsa great placeto work for All!

If you have any questions or concerns about this posting, please email taposting@wwt.com.

Equal Opportunity Employer

#LI-JT3

#LI-Remote

Why WWT?

AtWorld WideTechnology, we work together to make a new world happen.Our important workbenefitsour clients and partners as much as it does our people and communities across the globe. WWT is dedicated to achieving its mission of creating a profitable growth company that is also a Great Place to Work for All. We achieve this through our world-class culture, generous benefits and by deliveringcutting-edgetechnology solutions for our clients.

Founded in 1990, WWTis a global technology solutions provider leading the AI and Digital Revolution. WWT combines the power of strategy,executionand partnership to accelerate digital transformational outcomes for organizations around the globe. Through its Advanced Technology Center, a collaborative ecosystem of the world's most advanced hardware and software solutions, WWT helps clients and partners conceptualize,testandvalidateinnovative technology solutions for the best business outcomes and then deploys them at scale through its global warehousing,distributionand integration capabilities.

With over 12,000 employees across WWT and Softchoice and more than 60 locations around the world, WWT's culture, built on a set of core values and established leadership philosophies, has been recognized 14 years in a row by Fortune and Great Place to Work for its unique blend of determination, innovation and creating a great place to work for all.

Want to work with highly motivated individuals on high-performance teams? Join WWT today!

Brief Summary:

The Change Management Team Lead (HR) establishes and leads HR's change management function to enable successful adoption of merger & acquisition (M&A) integrations, enterprise strategic initiatives, and HR-driven change programs. This role focuses on the "people side" of change-building the strategy, plans, communications, leader readiness, training enablement, and partnering across HR and the business to reduce change friction, improve adoption, and strengthen the employee experience during transformation.

Responsibilities:

  • Build and lead a small change team to scale HR's change capability for HR-driven transformations
  • Establish HR change practice standards, governance, and engagement model
  • Serve as the HR change lead for M&A-related people integration work, partnering with cross-functional stakeholders to align plans, dependencies, and stakeholder experiences
  • Establish and manage a change "portfolio lens" to coordinate sequencing and reduce change saturation across HR initiatives
  • Direct the design and execution of stakeholder engagement plans, including communication strategies, training programs,
    and adoption measurement frameworks
  • Design and implement metrics, dashboards, and reporting mechanisms to measure adoption, proficiency, and business
    impact
  • Anticipate culture and communication risks that commonly derail integrations; embed change activities into the overall integration program plan and governance rhythms
  • Partner with HR program leaders and workstream owners to integrate change management activities into initiative plans and milestones (systems, process, policy, org model, and operating model changes)

  • Conduct change impact and readiness assessments; segment impacted audiences; tailor strategies by audience type (e.g., exec sponsors, HR leadership/PMO, HRBPs/managers, champions, employee personas)

  • Build and activate sponsor/leader roadmaps and manager toolkits to support local adoption and reduce resistance
  • Create or oversee delivery of high-impact artifacts (FAQs, "what's changing/what's not," launch decks, leadership briefs, talking points, Q&A packs).
  • Coach HR program teams and leaders to strengthen enterprise change maturity; provide consultation across HR.
  • Foster professional development and build sustainable change management competency within the team.

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