HR Business Partner - Change Management/Transformation

Role Summary
The Change Management Partner plays a critical role in enabling successful transformation by representing the people side of change across assigned business units and leading the change strategy for the enterprise agile transformation.

For business‐led transformation initiatives, this role partners with and supports the designated business change leader, ensuring people impacts, readiness, adoption, and engagement are addressed. For the agile transformation, this role leads the end‐to‐end change management approach, shaping mindsets, behaviors, and leadership practices required to sustain agile ways of working.

This role works closely with HR Business Partners (HRBPs), transformation leaders, and agile leaders to integrate change management, HR strategy, and agile principles into a cohesive, human‐centered change experience. The ideal candidate brings experience as both an HR Business Partner and a change management practitioner, with hands‐on experience supporting agile environments.

Key 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.

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.

Requirements:
**OPEN TO REMOTE BUT WOULD PREFER SOMEONE WHO CAN BE ON-SITE AT THE DUBLIN, OH OFFICE**

MANAGER NOTES: They need an HRBP that has delt with transformations and supported IT before that can lead the project, they can teach the change management piece


Nesco Resource offers a comprehensive benefits package for our associates, which includes a MEC (Minimum Essential Coverage) plan that encompasses Medical, Vision, Dental, 401K, and EAP (Employee Assistance Program) services.

Nesco Resource provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.