Description The Corporate Change Manager plays a critical role in building Burns & McDonnell's organizational change management capability. Defined by how effectively we help leaders turn change into results, this role goes beyond traditional advisory functions to actively drive execution alongside the business. You will lead the development and execution of change strategies that increase adoption, minimize resistance, and deliver measurable business results. By looking for what is not being said and surfacing concerns, confusion, and alignment risks early, you will ensure leaders and project teams can address barriers before they impact outcomes. In addition, this role is responsible for building change competencies across the organization so that leaders, managers, and employees are better equipped to navigate, lead, and sustain change. This position has a direct impact on creating a more change-adept culture at Burns & McDonnell, enabling employees to confidently lead and embrace change to deliver greater value to our clients and the company. Lead Change Strategy Lead the development and implementation of structured change management strategies and execution plans to achieve business objectives and ROI. Assess organizational impacts and readiness for change and design interventions that foster adoption. Identify early indicators of adoption and alignment risk—such as confusion, resistance, or potential workarounds—and partner with sponsors and teams to proactively address them before they impact execution. Drive Change Management Execution Efforts & Results Partner directly with project teams to ensure change management is integrated into overall project planning and execution, actively working alongside the business rather than operating outside the work. Drive strong alignment across leaders by bringing clarity to the problem being solved, what success looks like, and helping leaders sustain that shared understanding throughout execution. Identify, engage, and support change champions and key stakeholders (leaders and decision-makers required for alignment) to build commitment to the change across impacted business audiences. Monitor, measure, and report on implementation progress and outcomes, defining leading indicators that show whether people are engaging with and using the change as intended. Identify and address resistance to change, develop and implement approaches to overcome challenges, and maintain momentum. Develop Organizational Capability Enable and strengthen sponsorship—the single greatest driver of initiative success—by clarifying roles, helping leaders focus on the moments that matter most, and reducing friction that makes sponsorship harder than it should be. Coach and support leaders, managers, project teams, and change leads to strengthen change management execution and build change capability across the organization. Collaborate with Change Management teammates to build the change capability of the organization, share best practices, and establish organizational standards. Develop and maintain visibility into business unit change portfolios to help leaders assess organizational capacity for change, priorities, and impacts. Develop and facilitate competency-building workshops for all levels of the organization.

Qualifications Qualifications:

Bachelor's degree in business, organizational leadership, or related field. 7 years of experience in organizational change management. Proven success applying change management principles, methodologies, and tools—with hands-on experience delivering core change activities such as high-level audience impact assessments, detailed audience impact analyses, building sponsorship coalitions and change networks, and developing and executing sustainment plans. Certification in Prosci or CCMP preferred. Familiarity with project management approaches and experience with large-scale technology and process changes preferred. Experience designing, developing, and delivering training, workshops, or capability-building programs to support change adoption preferred.

Core Skills & Attributes:

Courage to lead and speak up when others won't; challenging assumptions and surfacing hard issues with leaders and project teams respectfully, ensuring risks and adoption concerns are addressed early. Dual capability to develop high-level change strategy and actively execute change management efforts alongside the business. Strong cross-functional collaboration; partnering proactively with corporate communications and HR professionals to ensure messaging, training, and change enablement strategies work in sync to support successful adoption. Comfort with ambiguity and the ability to create clarity where direction is incomplete. Confidence and presence when engaging senior leaders, with the ability to influence respectfully, support leadership alignment, and enable sponsors to actively champion and secure organizational buy-in. Strong communication, facilitation, and problem-solving skills. Ability to influence without authority and engage leaders, key stakeholders, and impacted audiences. Strong composure and resilience under pressure, persisting through obstacles. Action orientation and initiative - driving progress forward without all information. Business acumen to align change with organizational priorities. Political and interpersonal savvy to navigate complex situations and build effective relationships. A collaborative mindset, with the ability to coach, facilitate, and build trusted relationships. This job posting will remain open a minimum of 72 hours and on an ongoing basis until filled.

EEO/Disabled/Veterans Job Administrative/Office Support Primary Location US-MO-Kansas City Schedule:

Full-time Travel:

No Req ID:

263316 Job Hire Type Experienced #LI-MJ #COR