HR Change Management Lead

Job Summary The HR Change Management Lead drives adoption of enterprise HR transformation initiatives across Zeus’s global manufacturing environment. This individual contributor role will be required to flex between strategy and execution, translating large-scale HR priorities into practical change plans that reach employees at every level. This role, reporting into the Talent Management COE, will work closely with HR Business Partners and business leaders to ensure that change management capability is embedded and sustained into overall organizational effectiveness. This is a limited -term position with an anticipated end date of March 31, 2029. Design and execute change management plans for active enterprise HR initiatives — including AI adoption, pay-for-performance, talent processes, and other HR transformation priorities Apply structured methodologies (e.g., ADKAR) to manage change through awareness, desire, knowledge, ability, and reinforcement Identify and map change impacts across functions, sites, and workforce segments Build and maintain change readiness and adoption metrics; track progress and adjust plans based on data Equip managers with practical tools to lead through change — talking points, discussion guides, team conversation frameworks Collaborate with HRBPs to coach leaders on change adoption at the local level Support managers in reinforcing change through performance conversations, 1:1s, and team routines Build and activate a Change Champion network across functions and sites — equipping advocates to reinforce change locally and surface adoption barriers early Partner with L&D to embed capability building into workflow rather than delivering it as standalone training Develop clear, consistent communication strategies that build awareness and trust across a global, mixed-workforce organization Partner with Corporate Communications on enterprise messaging; support local communication plan execution through HRBPs and managers Report progress, insights, and adoption trends to senior HR and business stakeholders 5+ years of experience in HR change management and organizational development — with demonstrated ownership of large-scale initiatives Hands-on experience with structured change methodologies (ADKAR, Prosci, Kotter, or equivalent) Proven ability to influence without authority across a matrixed organization Strong written and verbal communication skills — able to translate complex strategy into clear, accessible messaging for diverse audiences Proven experience in collaborating with manufacturing and cross-functional corporate leaders is required. Comfort with ambiguity and the ability to execute independently while managing multiple concurrent workstreams Demonstrated ability to pivot between strategic thinking and hands-on execution