System Implementation Manager Jobs in Chicago, IL

The Technology Controls Implementation Manager coordinates the operationalization of technology controls from initiation through go-live and adoption. This role translates control framework decisions into sequenced, time-bound delivery across TechOps service domains, managing dependencies between discovery, impact assessment, process design, build, documentation, training, and go-live across multiple parallel initiatives simultaneously.

What makes this role distinct is the context in which the coordination happens. Operationalizing technology controls requires understanding why the sequence of phases matters, how governance documentation dependencies work, and how internal audit cycles, regulatory deadlines, and enterprise initiatives from Legal, HR, Finance, and BPC create external timing constraints that shape the initiative calendar. The Implementation Manager maintains visibility across all of that and plans accordingly.

This role also implements new controls and leads remediation initiatives when Internal Audit findings, self-assessments, or control reviews identify gaps or improvement opportunities. Remediation timelines are often set externally and are non-negotiable. Managing against those deadlines and communicating status to Technology Governance leadership and Internal Audit is part of the work.

• Own technology controls operationalization initiatives end to end, from initiation through go-live, including sequencing of discovery, impact assessment, process design, build, documentation, change management, training, and go-live phases. This includes both new control implementations and remediation initiatives driven by audit findings or control improvement opportunities
• Maintain the Technology Governance operationalization tracker as the authoritative record of initiative status, open items, decisions, and go-live dates, and run status cadences that keep leadership informed
• Coordinate work across the Process and Controls Advisor, Governance Documentation Specialist, Technology Controls Framework Manager, and Domain Leads without direct reporting authority.
• Track enterprise initiative timelines from Legal, HR, Finance, and Business Process Owners and maintain a working understanding of Internal Audit examination schedules, evidence collection windows, and audit deadlines in order to sequence operationalization initiatives to ensure controls and documentation are in place before audit activity begins
• Track dependencies, decisions, blockers and open items at the initiative level, ensuring nothing is lost between meetings and that owners are held to commitments. Escalate blockers that cannot be resolved at the working level with enough context for the Head of Technology Governance to act quickly
• Coordinate initiative intake, ensuring new operationalization requests are scoped, dependencies are understood, and capacity is accounted for before work begins
• Keep the pipeline accurate, distinguishing between work that is in progress, work that is queued, and work that has stalled, and surfacing stalls without being asked

• Author communication packages for domain process changes, including announcements, FAQs, escalation paths, and support channel guidance, calibrated to the audience receiving them
• Develop and maintain adoption tracking mechanisms that measure whether process changes are taking hold after go-live, not just whether training was completed
• Build lessons learned records for each completed initiative, capturing what worked, what did not, and what the next similar initiative should do differently

• Bachelor's or Master's degree in finance, computer science, information systems, business administration or related field. In lieu of degree, an equivalent amount of relevant work experience will be considered.
• Minimum 5-10 years' experience working in key roles on major delivery initiatives in the project and change management space
• Familiar with ITGC control concepts at a level sufficient to understand what is being operationalized, why the sequence of phases matters, and what the downstream implications of a missed dependency are
• Excellent writing & interpersonal communication skills
• Excellent at presentation and persuasion; know how to adjust message for the audience
• High aptitude for explaining complex concepts to executive and business audiences
• At least 5-years' experience acting in the lead delivery role on projects or programs, which are highly complex, large, and central to enterprise strategy
• Effectively delivered initiatives that have had disruptive impact on high number of users
• Passionate about delivering business value to business partners and end-users
• Customer centric mindset that anticipates business needs and responds positively to feedback
• Ability to simultaneously manage multiple complex projects that vary in scope and size
• Ability to lead and motivate others, demonstrating empathy and knowledge of personality types
• Experience managing multiple executive stakeholders
• Desire to learn

• Understands the Technology Governance documentation framework well enough to sequence operationalization work correctly, knowing that documentation and training cannot precede process design and that process design cannot precede discovery
• Familiar with ITGC control concepts at a level sufficient to understand what is being operationalized, why the sequence of phases matters, and what the downstream implications of a missed dependency are
• Manages multiple parallel initiatives of varying complexity and urgency without losing track of the details that matter across any of them
• Manages dependencies that originate outside Technology Governance with the same rigor as internal dependencies, maintaining visibility and surfacing conflicts early

• Builds and maintains initiative plans using standard planning tools, consistent with TechGov and PMO methodology standards, applying flexible methods to match the demands of each initiative
• Designs and maintains SharePoint-based trackers that give Technology Governance leadership accurate, current visibility into initiative status without requiring manual aggregation
• Adapts planning methodology to the initiative, applying structured disciplines where they serve the work and lighter coordination where they do not

• Understands that delivery and adoption are different problems and manages both
• Designs go-live approaches that account for the audience, the change being introduced, and the friction points most likely to slow adoption
• Builds adoption tracking that measures actual behavioral change, not just training completion or acknowledgment
• Produces lessons learned records that generate usable intelligence for future initiatives

• Authors go-live communications, FAQs, and announcements clearly enough that domain practitioners can act on them without follow-up clarification
• Adjusts register, length, and format to the audience, writing differently for a domain practitioner receiving a process change than for a domain lead receiving a status update
• Produces initiative status updates and post-go-live summaries that give an accurate picture of where things stand, including problems, without requiring the reader to interpret the situation

• Moves work across Domain Leads and Technology Governance peers without a reporting relationship, relying on organization, follow-through, and credibility rather than positional authority
• Holds others to commitments without creating friction, following up consistently and escalating when necessary without making escalation the default
• Builds working trust with domain teams who may be skeptical of governance-driven process changes, positioning operationalization as something that makes their work clearer

The right candidate has managed complex, multi-stakeholder implementation and change management work in a technology organization, preferably one with regulatory or compliance obligations. They have coordinated across teams without direct authority, produced communications that drove adoption rather than just announcing change, and managed a portfolio of parallel initiatives against deadlines they did not control.

Backgrounds that tend to produce strong candidates include:

• Senior initiative or program coordination experience in a technology organization, with a portfolio that included governance, compliance, or process improvement work
• Change management experience with demonstrated ability to design and execute adoption programs, not just communication plans
• IT governance or GRC implementation experience, including coordination across technology domain teams and enterprise stakeholders with competing priorities
• Experience planning against external audit calendars or regulatory deadlines in a regulated industry (financial services, insurance, healthcare)

Familiarity with ITGC frameworks or GRC platforms is a meaningful differentiator. PMP or equivalent certification is useful but not required if the track record demonstrates equivalent capability.

JOIN OUR TEAM

Do you believe in the power of innovation, collaboration, and transformation? Do you thrive in a supportive and client focused work environment? Are you looking for an opportunity to help build and drive change in a rapidly growing and evolving organization? When you joinHUB International, you will be part of a community of learners and doers focused on our Core Values: entrepreneurship, teamwork, integrity, accountability, and service.

The expected salary range for this position is $ 130,000 to $150,000 and will be impacted by factors such as the successful candidate's skills, experience and working location, as well as the specific position's business line, scope and level. HUB International is proud to offer comprehensive benefit and total compensation packages which could include health/dental/vision/life/disability insurance, FSA, HAS and 401(k) accounts, paid-time-off benefits such as vacation, sick, personal, floating holidays and company holidays. In addition, eligible annual bonuses, equity and commissions may be available for some positions.

HUB International Limited is an equal opportunity employer that does not discriminate on the basis of race/ethnicity, national origin, religion, age, color, sex, sexual orientation, gender identity, disability or veteran's status, or any other characteristic protected by local, state or federal laws, rules or regulations.

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