Senior Change Management Lead

This role is ideal for someone who has led change for complex platform rollouts (eProcurement / ordering /
ERP / customer portals) and can drive measurable adoption and proficiency outcomes—beyond “go-live.”
(Structured change management commonly includes communication, training, coaching, and resistance
management.)

What you’ll do (Key responsibilities)
Change strategy & execution for the ordering platform
 Build and execute an end-to-end change management strategy and integrated plan aligned to the
program roadmap (readiness, communications, training, adoption, reinforcement).
 Conduct change impact assessments, stakeholder analysis, readiness assessments, and develop
risk/mitigation plans to support adoption at scale.
 Partner closely with Program/Project Management to integrate change activities into delivery plans
(release-by-release).
Stakeholder engagement & communications
 Develop a comprehensive communications plan (audiences, messages, channels, cadence) and create
executive-ready updates for sponsors. Communication planning is a core change activity in widely used
change practice.
 Build a change network (champions/super-users) across Operations, Sales, Customer Success, and
Support to drive local adoption and feedback loops. (Role clarity and stakeholder participation are
emphasized in structured change approaches.)
Training, enablement & support model
 Design and deliver role-based training and enablement (internal users + customer-facing teams;
optionally customer training depending on scope), including job aids, process guides, and onboarding
content. Training is consistently listed as a core change lever for adoption.
 Coordinate go-live readiness, hypercare, and transition to “business-as-usual” support, including
knowledge transfer and runbooks.
Adoption measurement & continuous improvement
 Define and track adoption and effectiveness metrics (e.g., feature usage, task completion rates, cycle
time, error/rework rates, support ticket drivers, satisfaction). A focus on adoption and continuous
improvement is common in digital transformation change efforts.
 Establish feedback mechanisms (VOC, frontline feedback, partner feedback) and drive iterative
improvements to processes, training, and communications.

What success looks like (12-month outcomes)
 High adoption of the ordering platform across impacted groups with measurable utilization and
proficiency improvements (not just “accounts created”).
 Reduced ordering cycle time and fewer ordering errors/rework after stabilization.
 Stakeholders understand “why the change,” what’s changing, and how to do their work in the new
system—supported by durable training and documentation.
 Strong sponsor alignment, clear governance, and effective resistance management during rollout.

What you bring (Required qualifications)
 10+ years leading change management for enterprise-scale transformation (platform implementations,
workflow/process redesign, customer-facing portals, ERP/eProcurement/ordering systems).
 Demonstrated ability to build and execute change plans across communications, training, stakeholder
engagement, and resistance management.
 Strong executive communication skills (clear storytelling, concise status, decision framing).
 Strong cross-functional leadership—able to align Product/Tech and operational leaders and influence
without authority.
 Data-driven approach to measuring adoption and identifying intervention points (training gaps, process
bottlenecks, UX friction).
 Comfortable operating hands-on: drafting comms, building training artifacts, facilitating workshops,
running readiness checkpoints.
Preferred qualifications
 Prosci certification and/or ACMP exposure (or equivalent structured change methodology experience).
Prosci materials commonly emphasize defined roles, readiness work, communications, training, and
coaching.
 Experience in fleet, automotive, logistics, financial services, or similarly regulated/high-ops
environments.
 Experience with partner ecosystems and supplier enablement (integrations, onboarding
partners/suppliers onto new workflows)—often critical in ordering/procurement platform changes.
 Familiarity with digital adoption tooling / in-app guidance approaches (nice-to-have).
Core skill trades we’re specifically screening for
These are the “make-or-break” capabilities for a platform launch change lead (commonly highlighted across
change role descriptions and structured change practices):
 Change impact + readiness assessment
 Stakeholder strategy, sponsorship alignment, and resistance management
 Communication planning and delivery
 Training strategy + enablement content
 Integrated program delivery (with PMO / product releases / UAT readiness)
 Adoption measurement + continuous improvement

Advantages
This role is ideal for someone who has led change for complex platform rollouts (eProcurement / ordering /
ERP / customer portals) and can drive measurable adoption and proficiency outcomes—beyond “go-live.”
(Structured change management commonly includes communication, training, coaching, and resistance
management.)

Responsibilities
What you’ll do (Key responsibilities)
Change strategy & execution for the ordering platform
 Build and execute an end-to-end change management strategy and integrated plan aligned to the
program roadmap (readiness, communications, training, adoption, reinforcement).
 Conduct change impact assessments, stakeholder analysis, readiness assessments, and develop
risk/mitigation plans to support adoption at scale.
 Partner closely with Program/Project Management to integrate change activities into delivery plans
(release-by-release).
Stakeholder engagement & communications
 Develop a comprehensive communications plan (audiences, messages, channels, cadence) and create
executive-ready updates for sponsors. Communication planning is a core change activity in widely used
change practice.
 Build a change network (champions/super-users) across Operations, Sales, Customer Success, and
Support to drive local adoption and feedback loops. (Role clarity and stakeholder participation are
emphasized in structured change approaches.)
Training, enablement & support model
 Design and deliver role-based training and enablement (internal users + customer-facing teams;
optionally customer training depending on scope), including job aids, process guides, and onboarding
content. Training is consistently listed as a core change lever for adoption.
 Coordinate go-live readiness, hypercare, and transition to “business-as-usual” support, including
knowledge transfer and runbooks.
Adoption measurement & continuous improvement
 Define and track adoption and effectiveness metrics (e.g., feature usage, task completion rates, cycle
time, error/rework rates, support ticket drivers, satisfaction). A focus on adoption and continuous
improvement is common in digital transformation change efforts.
 Establish feedback mechanisms (VOC, frontline feedback, partner feedback) and drive iterative
improvements to processes, training, and communications.


Qualifications
What you bring (Required qualifications)
 10+ years leading change management for enterprise-scale transformation (platform implementations,
workflow/process redesign, customer-facing portals, ERP/eProcurement/ordering systems).
 Demonstrated ability to build and execute change plans across communications, training, stakeholder
engagement, and resistance management.
 Strong executive communication skills (clear storytelling, concise status, decision framing).
 Strong cross-functional leadership—able to align Product/Tech and operational leaders and influence
without authority.
 Data-driven approach to measuring adoption and identifying intervention points (training gaps, process
bottlenecks, UX friction).
 Comfortable operating hands-on: drafting comms, building training artifacts, facilitating workshops,
running readiness checkpoints.
Preferred qualifications
 Prosci certification and/or ACMP exposure (or equivalent structured change methodology experience).
Prosci materials commonly emphasize defined roles, readiness work, communications, training, and
coaching.
 Experience in fleet, automotive, logistics, financial services, or similarly regulated/high-ops
environments.
 Experience with partner ecosystems and supplier enablement (integrations, onboarding
partners/suppliers onto new workflows)—often critical in ordering/procurement platform changes.
 Familiarity with digital adoption tooling / in-app guidance approaches (nice-to-have).
Core skill trades we’re specifically screening for
These are the “make-or-break” capabilities for a platform launch change lead (commonly highlighted across
change role descriptions and structured change practices):
 Change impact + readiness assessment
 Stakeholder strategy, sponsorship alignment, and resistance management
 Communication planning and delivery
 Training strategy + enablement content
 Integrated program delivery (with PMO / product releases / UAT readiness)
 Adoption measurement + continuous improvement

Summary
The Senior Change Management Lead will own the people-side of change—ensuring stakeholders adopt
new processes and tools through structured change planning, communications, training, and resistance
management. This is a hands-on leadership role working across Product, Technology, Operations, Sales,
Customer Success, Finance, Legal/Compliance, and external partners.

This role is ideal for someone who has led change for complex platform rollouts (eProcurement / ordering /
ERP / customer portals) and can drive measurable adoption and proficiency outcomes—beyond “go-live.”
(Structured change management commonly includes communication, training, coaching, and resistance
management.)

Randstad Canada is committed to fostering a workforce reflective of all peoples of Canada. As a result, we are committed to developing and implementing strategies to increase the equity, diversity and inclusion within the workplace by examining our internal policies, practices, and systems throughout the entire lifecycle of our workforce, including its recruitment, retention and advancement for all employees. In addition to our deep commitment to respecting human rights, we are dedicated to positive actions to affect change to ensure everyone has full participation in the workforce free from any barriers, systemic or otherwise, especially equity-seeking groups who are usually underrepresented in Canada's workforce, including those who identify as women or non-binary/gender non-conforming; Indigenous or Aboriginal Peoples; persons with disabilities (visible or invisible) and; members of visible minorities, racialized groups and the LGBTQ2+ community.

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This posting is for existing and upcoming vacancies.