HR Business Partner / Change Management Partner Transformation & Agile Enablement

HR Business Partner / Change Management Partner - Transformation & Agile Enablement#26-13675 $47.86-$50.00 per hour Dublin, OH All On-site Job Description Our Client, a Business Solutions company, is looking for a HR Business Partner / Change Management Partner - Transformation & Agile Enablement for their Dublin, OH/Remote location.

Responsibilities:

Business Transformation Change Enablement (Support Role) Partner with business side change leaders to support the people side of transformation initiatives (e.g., operating model changes, digital initiatives, process redesign). Provide structured change management guidance and tools, including stakeholder mapping, impact assessments, readiness insights, and adoption strategies. Advise leaders on anticipated people impacts, resistance risks, and mitigation strategies. Support the development of clear, consistent messaging focused on "what's changing, why it matters, and what it means for me." Monitor adoption and engagement indicators; surface insights and recommendations to business change leaders and HRBPs. Agile Transformation Change Leadership (Lead Role) Design and lead the change management strategy for the enterprise agile transformation. Design and execute comprehensive change plans to support shifts in mindset, leadership behaviors, decision making, and ways of working. Partner with Agile Coaches, Product leaders, and Transformation teams to embed change practices into agile delivery rhythms. Enable leaders and teams to understand and adopt agile values such as empowerment, transparency, experimentation, and continuous improvement. Define and track adoption and sustainability measures for agile ways of working; adjust strategies based on insights and feedback. HRBP Partnership & People Strategy Alignment Work in close partnership with HR Business Partners to represent the people side of change for assigned business units. Ensure change approaches are aligned with broader people strategies, including performance management, talent, learning, engagement, and organizational design. Equip HRBPs and people leaders with guidance, tools, and talking points to lead authentic and effective change conversations. Leader & Manager Enablement Coach leaders and managers on their role in leading themselves and others through change. Develop leader and manager toolkits, adoption playbooks, and reinforcement strategies. Support leaders in modeling behaviors that reinforce transformation and agile principles. Collaboration & Integration Partner with Transformation, Technology, Operations, Communications, and HR COEs to ensure change efforts are integrated and cohesive. Participate in transformation governance forums, providing insight on readiness, adoption, and workforce impacts. Apply consistent change frameworks while flexing approaches based on business context and maturity.

Requirements:

Required Qualifications Bachelor's degree in Human Resources, Organizational Development, Business, or a related field 8+ years of experience in change management and/or HR Business Partnering. Proven experience supporting the people side of complex, cross functional transformation initiatives. Strong working knowledge of change management methodologies (e.g., ADKAR, Prosci). Demonstrated ability to influence without authority and partner effectively with senior leaders. Preferred Qualifications Prior experience as an HR Business Partner. Experience leading or heavily supporting an agile transformation. Familiarity with agile frameworks and product centric operating models (e.g., Scrum, SAFe, Kanban). Capabilities & Attributes Strong systems thinking and business acumen. Comfortable navigating ambiguity and evolving transformation environments. High emotional intelligence and credibility with leaders. Ability to flex between advisory and hands on execution roles. Clear, compelling communicator with a human centered approach to change. ICONMA is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to any status protected by applicable law.