Job Description

At Children’s Wisconsin, we believe kids deserve the best.

Children’s Wisconsin is a nationally recognized health system dedicated solely to the health and well-being of children. We provide primary care, specialty care, urgent care, emergency care, community health services, foster and adoption services, child and family counseling, child advocacy services and family resource centers. Our reputation draws patients and families from around the country.

We offer a wide variety of rewarding career opportunities and are seeking individuals dedicated to helping us achieve our vision of the healthiest kids in the country. If you want to work for an organization that makes a difference for children and families, and encourages you to be at your best every day, please apply today.

Please follow this link for a closer look at what it’s like to work at Children’s Wisconsin: https://www.instagram.com/lifeatcw/

Job Summary

The Change Partner serves as a change management advisor and execution partner for organizational initiatives that require strong stakeholder alignment, behavior adoption, and sustained operational impact. This role partners with leaders, project teams, and stakeholders to design and implement change strategies that improve readiness, engagement, adoption, and long-term outcomes across Children's Wisconsin. The Change Partner leads change strategy and execution for moderately complex initiatives and serves as a key partner on large-scale and system-wide transformation efforts. This role applies structured change management practices, stakeholder insight, data, and organizational understanding to assess impacts, identify risks, guide leader readiness, and support successful adoption. This role also helps build enterprise change capability by improving change management methods, tools, measurement practices, and scalable resources that help the organization navigate change more consistently and effectively. Success in this role is measured by the degree to which changes are understood, adopted, sustained, and connected to measurable business, operational, workforce, or stakeholder outcomes.

Essential Functions

Change Strategy and Execution

• Lead change strategy, planning, and execution for moderately complex initiatives.
• Partner with the Change Enablement Lead and project leaders to shape and execute change approaches for large-scale and system-wide transformation efforts.
• Develop and execute change management plans, including stakeholder engagement, communications, learning, reinforcement, and sustainment activities.
• Conduct impact assessments, stakeholder analyses, and organizational readiness assessments.
• Identify change risks, barriers, and adoption challenges and recommend mitigation strategies.
• Integrate change management activities into project planning and implementation efforts.
• Align change activities with initiative goals, operational priorities, and desired outcomes.

Change Assessment, Planning, and Measurement

• Conduct assessments to evaluate stakeholder impacts, readiness, adoption risks, and organizational capacity for change.
• Gather and analyze qualitative and quantitative data to inform change planning and decision making.
• Define, track, and interpret change management activities, adoption metrics, stakeholder engagement, and readiness indicators to inform decisions and adjust plans.
• Monitor feedback and performance measures to identify opportunities for intervention and continuous improvement.
• Develop and implement measurement approaches that evaluate adoption, utilization, sustainment, and business outcomes.
• Recommend adjustments to change plans based on stakeholder feedback, organizational needs, and performance data.

Leadership and Stakeholder Enablement

• Build collaborative relationships with leaders, project teams, and stakeholders across the organization.
• Advise leaders on readiness, engagement, resistance, communication, and actions needed to prepare teams for change.
• Facilitate stakeholder meetings, workshops, alignment sessions, and feedback discussions.
• Guide leaders in communicating change-related messages and addressing team member concerns.
• Identify and address stakeholder resistance and engagement challenges.
• Build leader and stakeholder ownership of successful adoption and long-term outcomes.

Organizational Adoption, Sustainment, and Value Realization

• Partner with operational leaders, project teams, learning partners, and communication teams to drive successful implementation and adoption.
• Monitor how effectively teams are adopting changes and identify areas that need additional support.
• Develop reinforcement and sustainment strategies that integrate changes into daily operations.
• Gather feedback and analyze outcomes to evaluate change effectiveness.
• Track and analyze outcome measures to evaluate whether changes are delivering the intended business, operational, workforce, or customer impact.
• Identify opportunities to improve adoption, strengthen outcomes, and increase the measurable value delivered through change initiatives.
• Strengthen leader confidence, ownership, and accountability for sustained change.

Enterprise Capability Development

• Lead the development, maintenance, and improvement of system change management methodologies, tools, templates, standards, and measurement practices.
• Create scalable resources that promote consistent change management practices across the system.
• Steward change management resources, tools, and standards to promote consistent and scalable change practices across the organization.
• Capture lessons learned and identify opportunities to strengthen organizational change maturity.
• Promote awareness and understanding of change management principles and practices throughout the organization.
• Measure and demonstrate the value of change management across the system.

Relationship Management and Collaboration

• Develop effective working relationships with leaders and stakeholders across clinical, operational, administrative, and corporate functions.
• Foster collaboration and alignment among project teams and impacted stakeholder groups.
• Serve as a trusted partner in support of organizational initiatives and transformation efforts.

Education

• Bachelor's Degree with emphasis in Business, Organization Development, Industrial/Organizational Psychology or related field required
• Master's Degree with emphasis in Business, Organization Development, Industrial/Organizational Psychology or related field preferred
• Professional certification in Organizational Change Management, Change Leadership, Organizational Development, Project Management, or a related discipline. preferred

Experience

• 5+ years of progressive experience leading organizational change, organizational development, workforce transformation, learning and development, process improvement, organizational effectiveness, or strategic transformation initiatives. required
• Experience influencing leaders and stakeholders across multiple levels of an organization without direct authority. required
• Experience facilitating discussions and decision making among leaders and stakeholders with competing priorities, perspectives, and organizational impacts. required
• 5+ years Experience within a healthcare system, pediatric healthcare environment, academic medical center, or other highly regulated and mission driven organization. preferred

Knowledge, Skills and Abilities

• Knowledge of organizational change management principles, methodologies, tools, and best practices.
• Ability to develop and execute change management plans that support stakeholder engagement, communications, learning, adoption, and sustainment activities.
• Ability to assess change impacts, organizational readiness, stakeholder needs, capacity for change, and adoption risks, and recommend practical mitigation strategies that support successful adoption.
• Ability to establish, track, and evaluate adoption, behavioral change, and organizational outcome measures, and use qualitative and quantitative data to inform recommendations and continuous improvement.
• Ability to build trust, influence others, and develop productive working relationships across all levels of the organization without direct authority.
• Ability to facilitate discussions, communicate effectively with diverse audiences, and foster stakeholder engagement, alignment, and commitment.
• Ability to manage multiple priorities, navigate ambiguity, and adapt approaches in a dynamic environment.
• Ability to support leaders through organizational change by providing guidance, resources, and practical support.
• Ability to contribute to the development and continuous improvement of change management methodologies, tools, templates, standards, and measurement practices.
• Demonstrates curiosity, adaptability, resilience, and commitment to continuous learning and improvement.

Licenses and Certifications

• Professional in Human Resources - HR Certification Institute preferred
• Senior Professional in Human Resources - HR Certification Institute preferred
• PMP-Project Management Professional - Project Management Institute preferred

Children's Wisconsin is an equal opportunity / affirmative action employer. We are committed to creating a diverse and inclusive environment for all employees. We treat everyone with dignity, respect, and fairness. We do not discriminate against any person on the basis of race, color, religion, sex, gender, gender identity and/or expression, sexual orientation, national origin, age, disability, veteran status, or any other status or condition protected by the law.

Certifications/Licenses:

PMP-Project Management Professional - Project Management Institute, Professional in Human Resources - HR Certification Institute, Senior Professional in Human Resources - HR Certification Institute