Strategic Change Experience Lead

Description -

HP Inc: Who we are

At HP, we believe in the power of ideas. Our vision is to create technology that makes life better for everyone, everywhere – every person, every organization, and every community around the globe. This motivates us – inspires us – to do what we do. To make what we want. To invent, and to reinvent. To engineer experiences that amaze.

The Organization

The People Organization (i.e. HR) is at the center of enabling business priorities, transformation, and readiness for the future.  The Enterprise Initiatives & Planning team within the People Organization (PO) has a bold mission – to lead strategic people-related initiatives that drive impact across the enterprise.   This requires a focus on building integrated approaches and radical collaboration across the People Org to enable and accelerate meaningful, company-wide people priorities.

The Role

This role supports key strategic people initiatives, playing a critical role in scoping, designing, and executing large-scale change experience (i.e. MoC) strategies. You will collaborate with senior leadership, program managers of strategic initiatives, and cross-functional teams to ensure successful implementation of programs aimed at improving employee engagement, development, retention, and diversity efforts.  Your expertise will help drive sustainable transformation by aligning people, processes, and culture with the company’s strategic goals.  You will be counted on to apply creative and innovative thinking in building effective management of change plans and experiences that enable successful large-scale adoption of solutions across the enterprise.  This role will report to the VP of Enterprise Strategic Initiatives.

Core responsibilities of this role include:

1) Strategy Development: Develop and implement thorough and structured persona-based change experience strategies and supporting assets to achieve maximum adoption of new processes, technologies, and behaviors, in alignment with the initiative’s desired outcomes (i.e. objectives/key results (OKRs). This also includes:

• Change Impact Assessments: Identifying and evaluating the impact of change initiatives on key groups / personas and defining what success would like for each.
• Risk Management: Working closely with key stakeholders and partners to proactively identify risks and challenges related to each impacted group and propose solutions that ensure smooth transitions, minimize resistance or disruption and maximize adoption.
• Leveraging the expertise of peers in the People Organization (COEs and Client Facing People Partners) and in the business in the development of MoC plans and assets that support employee adoption of new tools, processes, and ways of working.

2) Operational Execution:  Manage the building, planning, execution and maintenance of operational MOC change plans for each initiative.  This also includes:

• Creating different perspectives of the MOC plans by key personas / groups at the center of the change.
• Establishing an integrated roadmap of activities that reflects key change touchpoints aligned to major initiative events (e.g. process launches, go lives, communication, etc.).
• Monitoring and evaluating the effectiveness of the MOC strategy and plans to adjust plans as needed based on data, insights and proactive feedback gathering.
• Conducting MOC retrospectives to document successes, opportunities for improvement and lessons learned.

3) Stakeholder Engagement: Collaborate with executive leaders, strategic initiative program managers, People Org peers, and other relevant key stakeholders to define and communicate change objectives, identify potential risks, and gain buy-in for initiative outcomes.  This also includes:

• Co-creating multichannel communication plans supported by best practice approaches and contribute to development of assets (e.g. training materials, internal memos, general presentations, toolkits, etc.) to keep impacted audiences informed and engaged throughout the process.
• Coordinating delivery of assets with relevant People Org teams to present a unified approach, prevent stakeholder overload and overlap in comms.
• Preparing MOC progress updates for key stakeholders and the executive steering committees that oversees the strategic initiatives.

To be successful in this role, you need to have experience in:

• Change Management: In-depth knowledge of change management frameworks, methodologies (e.g., ADKAR, Kotter), and best practices.
• Leadership: Proven experience leading large-scale, enterprise-wide change initiatives, particularly around talent management, organizational design, and workforce engagement.
• Strategic Thinking: Ability to align change efforts with broader organizational strategy and drive initiatives that support business objectives.
• Communication: Excellent written and verbal communication skills, with the ability to clearly articulate complex change strategies to diverse audiences.
• Collaboration: Strong interpersonal skills with the ability to build relationships and influence stakeholders at all levels of the organization.
• Analytical Skills: Ability to use data-driven insights to assess the effectiveness of change initiatives and recommend improvements.
• HR & Talent Knowledge: Familiarity with HR processes, talent management, and employee engagement strategies.
• Project / Program Management: Ability to implement program management rigor across change experience plans.

This opportunity might be for you if you:

• Thrive in fast paced environments, are action oriented and results,
• Have an agile and flexible work approach with the ability to quickly adjust to changing conditions, moving priorities, and market environment,
• Like to be creative in problem solving and challenge the status quo,
• Think holistically about implications of initiative plans to the business / function in the context of other inflight efforts,
• Value operating with integrity, trustworthiness, and humility, and
• Lead with a positive attitude, empathy, and humor!

Education and Experience Required

• MBA or equivalent graduate degree
• 15+ years of large scale / enterprise wide MoC program management
• Certifications: Prosci, CCMP, or similar change management certifications; PMP (preferred)
• Experience in HR or people / talent focused initiatives (preferred)

Disclaimer
This job description describes the general nature and level of work performed in this role. It is not intended to be an exhaustive list of all duties, skills, responsibilities, knowledge, etc. These may be subject to change and additional functions may be assigned as needed by management.

The base pay range for this role is $115,850 to $178,400 annually with additional opportunities for pay in the form of bonus and/or equity (applies to US candidates only). Pay varies by work location, job-related knowledge, skills, and experience.​

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Benefits: ​

HP offers a comprehensive benefits package for this position, including:​

• Health insurance​
• Dental insurance​
• Vision insurance​
• Long term/short term disability insurance​
• Employee assistance program​
• Flexible spending account​
• Life insurance​
• Generous time off policies, including;  ​
• 4-12 weeks fully paid parental leave based on tenure​
• 11 paid holidays ​
• Additional flexible paid vacation and sick leave (US benefits overview)

The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law. ​

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Job -

Business Planning

Schedule -

Full time

Shift -

No shift premium (United States of America)

Travel -

Relocation -

Equal Opportunity Employer (EEO) - 

HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s).

Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.

If you’d like more information about HP’s EEO Policy or your EEO rights as an applicant under the law, please click here: Equal Employment Opportunity is the Law Equal Employment Opportunity is the Law – Supplement