Harvard University Managing Director, Organizational Change Management in Cambridge, Massachusetts
61534BRAuto req ID:61534BRJob Code:361059 Administrative Manager Department Office Location:USA - MA - Cambridge Business Title:Managing Director, Organizational Change ManagementSub-Unit:------------ Salary Grade (https://hr.harvard.edu/salary-ranges#ranges) :059Time Status:Full-time Union:00 - Non Union, Exempt or Temporary Basic Qualifications:
Bachelor’s degree or equivalent work experience required
8+ years of experience in organizational development, organizational effectiveness or change management
Additional Qualifications and Skills:
Demonstrated success leading change and communications strategy on large technology implementations
Experience analyzing change impact and business readiness and creating tangible plans in response
Advanced interpersonal skills, proven ability to resolve conflict, and works well with ambiguity
Demonstrated ability to collaborate with Director+ level internal and external partners
Professional qualifications in Change Management
Experience with CRM or other contact management support tools
Persona and journey mapping experience helpful
Experience using data and metrics to drive improvements
Exhibits sound business judgment and a proven ability to influence others
Self-starter with the ability to manage multiple projects
Professional qualifications in project management and continuous improvement
Knowledge of advanced IT project management principles
Demonstrated team performance skills, service mindset approach, and the ability to act as a trusted advisor
Resiliency: Able to adapt well in a dynamic environment by adjusting behavior and work to inspire and respond to change
Communication: Listen and share information, ideas, and concepts in a clear and organized manner so others understand and/or are influenced to act
Service mindset: Approach work and professional relationships with a concierge mentality, maintaining an awareness of stakeholder needs and an eagerness to fulfill them
Organizational savvy: Grasp the internal dynamics of the organization and leverage both formal and informal influence to achieve organizational objectives.
Technical Proficiency: Possess satisfactory technical and professional skill or knowledge required for role; keeping up with current developments and emerging trends related to technical solutions.
Engaging and Motivating: Leads others and builds environments that foster relationships through respect, collaboration, and communication within the team and with others to achieve common goals.
Change leadership: Embrace and support changes in information or circumstances and remains open to new ideas and methods. Manage team members to work effectively in a dynamic environment that values continuous improvement.
Additional Information:This position requires a 3 month orientation and review period.
Please include a cover letter with your application.
We are a dedicated team of 400 alumni affairs and development professionals supporting Harvard’s advancement activity through roles that include front-line fundraising, alumni and volunteer engagement, technology, events, communications, prospect management and research, business process, talent management and many other areas.
Harvard’s Alumni Affairs and Development team inspires and galvanizes alumni, friends, and members of the University community to support Harvard through philanthropy, governance, and active engagement. AA&D believes a workplace that reflects the diversity of our society and our ever-evolving University constituency makes us a stronger and more effective organization. Our goal is to create an environment of respect that values the many talents, perspectives, and experiences of our community, to deliver the strongest possible results by incorporating diverse perspectives into our daily work, and to make AA&D a great place to work for everyone. AA&D strives to live our values of respect, inclusion, trust, collaboration, innovation and sharing of information in our daily interactions and our work.
To learn more about how Harvard supports diversity and inclusion throughout the University please visit the Office for Diversity, Inclusion & Belonging at https://dib.harvard.edu/.
Harvard University Benefits: Information can be found at https://hr.harvard.edu/totalrewards.
Accommodations: Harvard University welcomes individuals with disabilities to apply for positions and participate in its programs and activities. If you would like to request accommodations or have questions about the physical access provided, please let your recruiter know.
Vaccine Requirements: The University requires all Harvard community members to be fully vaccinated against COVID-19 and it is strongly encouraged to stay up to date with COVID-19 vaccine boosters. Individuals may claim exemption from the vaccine requirement for medical or religious reasons. More information regarding the University’s COVID vaccination requirement, exemptions, and verification of vaccination status may be found at the University’s “COVID-19 Vaccine Information” webpage: http://www.harvard.edu/coronavirus/covid-19-vaccine-information/. Department:Alumni Affairs and DevelopmentPre-Employment Screening:Education, IdentityJob Function:General Administration Position Description: Change Management
Change Assessment and Planning:
Conduct change assessments including readiness, resourcing, stakeholder analysis, journey maps and change impact assessments to inform and monitor the change management strategy for a program, project, or organizational change.
Assess cultural change dynamics, including how changes will impact employees’ perceptions of their status, autonomy, and relationships within the project and/or the organization. In partnership with senior leadership, HR, and Talent Management, integrate standards and protocols throughout change processes to promote equity and fairness.
Work hand-in-hand with the NextGen CRM program and project managers to ensure project plans and timelines account for change activities. Ensure the needs and interests of all stakeholder groups are captured inclusively and are continually accounted for throughout the project.
Oversee the use of regular communication channels (including but not limited to AA&D’s intranet, weekly central staff meetings, quarterly University-wide AA&D meetings, and leadership communications) to raise awareness, increase readiness, create clarity, promote buy-in, and mitigate change resistance.
Build and reinforce effective feedback loops between project leaders, key stakeholders, and resource providers. Facilitate sessions with local change networks to support adoption.
Lead and facilitate the network of school/unit contacts who will have responsibilities to manage communication withing their school/unit and deliverables from their schools and units.
Lead the development of change-specific communications strategies and work as a liaison to ensure messages are tailored to the audience and change dynamics, and that the communications plans are integrated throughout change management efforts.
Translate complex concepts into easy-to-understand, compelling messaging, tailored to audience-specific needs and agendas. Lead and influence through data analysis and storytelling.
Adoption and Iteration:
Proactively identify and (to the extent possible) remove or minimize barriers to employee adoption of technology and organizational changes.
Conduct after-action reviews to measure adoption and ensure lessons from the change process are integrated into on-going business practice, building greater transformation capability.
Leadership & Strategy
Ensure the AA&D culture and values are reflected in communication and change approaches and foster resilience, inclusivity, respect, and collaboration.
Operationalize AA&D’s commitment to transparency as the currency of trust by developing clear processes that foster open communication, promote clarity and repetition, and make implicit messages explicit.
Evaluate business readiness to adopt new technology, business processes, and organizational solutions. Develop strategies to escalate readiness as needed.
Lead project teams, school contacts, and key stakeholders in managing the cultural (people-centered) elements of significant technology and organizational changes.
As a leader in AA&D’s talent management program, collaborate with HR and Talent Management colleagues to align role review, onboarding, training, engagement, and career development opportunities with technology and organizational changes.
Serve as a leader and coach, learning the unique motivators, communication preferences, and work styles of team members. Support the hiring, professional development, achievement, and growth of team members, plus fluctuating levels of project-specific staff, temporary employees, and vendor partners. Offer and invite timely feedback on performance and work style.
Foster a team environment that is intentionality inclusive and respects the diverse backgrounds, experiences, perspectives, and identities of each team member.
School/Unit:Alumni Affairs and Development EEO Statement:We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, gender identity, sexual orientation, pregnancy and pregnancy-related conditions, or any other characteristic protected by law.Job Summary: This position will be based on our campus in Cambridge, MA, in a hybrid work environment.
Alumni Affairs and Development (AA&D) comprises the University Development Office (UDO), Faculty of Arts and Sciences (FAS) Development, AA&D Resources, and the Harvard Alumni Association (HAA). There is a unique relationship between the University and the FAS fundraising operations, resulting from a long history in which University fundraising ultimately grew out of College fundraising.
The Managing Director, Organizational Change Management drives employee and stakeholder adoption of significant organizational changes. As a part of AA&D’s talent management program, the Managing Director will support cultural change within a large, complex, matrixed operating environment. partnering with key stakeholders to develop processes that support staff in understanding, navigating, adopting, and advancing significant organizational changes.
This role is primarily focused on building a change management infrastructure to support large-scale changes impacting multiple operating units, often with AA&D and/or Harvard-wide implications, including enterprise technology projects, staff reorganizations, and other significant priorities and initiatives. The primary initial focus for this role is to lead change efforts for AA&D’s NextGen CRM adoption and migration. To be successful in this role, the ideal candidate will have demonstrated success in managing largescale, multi-year technology or information system-related organizational change.
Commitment to Equity, Diversity, Inclusion, and Belonging:Harvard University views equity, diversity, inclusion, and belonging as the pathway to achieving inclusive excellence and fostering a campus culture where everyone can thrive. We strive to create a community that draws upon the widest possible pool of talent to unify excellence and diversity while fully embracing individuals from varied backgrounds, cultures, races, identities, life experiences, perspectives, beliefs, and values.