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Our client is a leading supplier of automotive seating and interior components, specializing in the design and manufacture of high-quality interior systems for major vehicle manufacturers. Collect trial cost piece pricing with suppliers and correspond with suppliers utilizing various communication skills (verbal and written.).

<p><strong>Overview</strong></p><p>Our client is a leading supplier of automotive seating and interior components, specializing in the design and manufacture of high-quality interior systems for major vehicle manufacturers. The company plays a pivotal role in the automotive industry by delivering innovative and sustainable solutions that enhance driving comfort and safety.</p><p>Location: Columbus, Ohio Metro Area</p><p>Start: ASAP</p><p>Type: Contract to hire</p><p> </p><p><strong><u>Position Summary:</u></strong></p><p>The Administrator provides administrative assistance in support of the NM Parts Control – New Model activity.  This individual must possess an overall knowledge of the operation and provide management with periodic and real-time information. </p><p><strong><u>Essential Functions:</u></strong></p><ul><li>Control suppliers during New Model maturation process, issue Maker Layouts, Go-Releases, and New Model events.</li><li>Track / monitor tool & part maturation & part delivery.</li><li>Interact with suppliers and coordinate all department requests to suppliers during new model development.  </li><li>Support supplier NMR processes to ensure MP ramp up meets customer expectations.</li><li>Collect trial cost piece pricing with suppliers and correspond with suppliers utilizing various communication skills (verbal and written.)</li><li>Maintain safe and clean work area (5S).</li><li>Work to improve knowledge base and problem-solving capabilities.</li></ul><ul><li>Support planned physical ticketed inventories as needed.</li></ul><ul><li>Record retention, email, and phone calls daily.</li></ul><ul><li>Commitment to customer satisfaction (internal & external).</li><li>Meet daily requirements to support.</li><li>Support PAR program, Kaizen activities, Eagle finds and WINS group.</li><li>Review and approve supplier performance data on a monthly basis.</li><li>Evaluate, control and track direct costs associated with the tooling process by negotiating prices and recommending appropriate design changes.   Monitor and track other associated expenses such as accuracy of invoices, shipping and labor costs.</li></ul><p><strong><u>Direct Reports:</u></strong></p><ul><li>No direct reports</li></ul>

SK Services LLC

Buyer / New Model Planner

Administrative Skills

Automotive Industry

Billing

Communication Skills

Customer Satisfaction

Expense Tracking

Go Programming Language (Golang)

Inventory Planning

Knowledge Base

Machine Tool

Negotiation Skills

Nuclear Magnetic Resonance

Operations Management

Physical Inventory

Presentation/Verbal Skills

Pricing

Problem Solving Skills

Process Modeling

Purchasing/Procurement

Safety/Work Safety

Variable Costs

Vendor/Supplier Evaluation

WINS (Windows Internet Naming Services)

Writing Skills

HaleyMarketing

This individual will not be responsible for designing the target operating model itself, but rather for shaping and executing the change strategy, impact planning, stakeholder support, communications, training coordination, readiness activities, and post-go-live support needed to help the organization transition successfully. This role will focus on leading the organizational change work required to prepare leaders and employees for transition, support adoption of new ways of working, and reinforce the business through the post-deployment period.

HOUR

<p><strong>Job Title:</strong> Change Lead | OCM Lead - Target Operating Model & Hypercare<br/><strong>Location:</strong> Columbus, OH (Open to non-local candidates with periodic travel)<br/><strong>Work Model:</strong> Hybrid for local candidates (3 days onsite); periodic travel for non-local candidates<br/><strong>Rate:</strong> $100/hour<br/><strong>Contract Length:</strong> June 22, 2026 – April 30, 2027<br/><strong>Extension:</strong> Strong possibility of extension<br/><strong>Employment Type:</strong> W-2 Only<br/><strong>Work Authorization:</strong> U.S. Citizens Only | No visa sponsorship available</p><h2>Position Overview</h2><p>We are seeking an experienced <strong>Change Lead</strong> to support a utility client’s <strong>target operating model</strong> workstream and broader <strong>hypercare</strong> efforts following implementation of organizational and operational changes. This role will focus on leading the organizational change work required to prepare leaders and employees for transition, support adoption of new ways of working, and reinforce the business through the post-deployment period.</p><p>This individual will not be responsible for designing the target operating model itself, but rather for shaping and executing the <strong>change strategy, impact planning, stakeholder support, communications, training coordination, readiness activities, and post-go-live support</strong> needed to help the organization transition successfully.</p><p>The ideal candidate brings strong organizational change management experience in complex environments, with the ability to support workforce transition, role changes, skill shifts, and operating model adoption in a thoughtful and structured way. This role requires someone who can work closely with leaders, HR, project teams, and business stakeholders to help ensure change is implemented clearly, effectively, and with the right level of support for impacted teams.</p><h2>Key Responsibilities</h2><h3>Organizational Change Management Leadership</h3><ul><li>Lead organizational change management efforts supporting a target operating model workstream and related post-deployment hypercare activities.</li><li>Develop and execute practical change strategies aligned to the business transformation and implementation timeline.</li><li>Translate business changes into structured change plans that support stakeholder readiness, adoption, reinforcement, and business continuity.</li><li>Assess where change support is needed most and prioritize efforts based on impact, urgency, and business need.</li><li>Ensure change activities are aligned with implementation milestones, leadership expectations, and operational realities.</li></ul><h3>Change Impact & Workforce Transition Support</h3><ul><li>Conduct change impact assessments to identify how roles, responsibilities, workflows, and skill requirements are shifting.</li><li>Support planning related to role transitions, organizational impacts, and employee readiness needs.</li><li>Partner with leadership and HR to help shape thoughtful transition approaches for impacted teams.</li><li>Identify implications for retained roles, new role expectations, capability gaps, and support requirements.</li><li>Help define sequencing, communication needs, and support structures that enable changes to be rolled out as clearly and smoothly as possible.</li></ul><h3>Stakeholder Engagement & Leadership Support</h3><ul><li>Partner with business leaders, project teams, and functional stakeholders to align on change priorities, risks, and support strategies.</li><li>Coach leaders and people managers on their role in communicating change, supporting teams, and reinforcing new behaviors.</li><li>Build trust and alignment across impacted stakeholder groups, including leaders navigating sensitive organizational changes.</li><li>Facilitate stakeholder discussions, working sessions, and decision-making conversations related to readiness, transition, and adoption.</li><li>Help leaders communicate with clarity and empathy during periods of change.</li></ul><h3>Communications, Training & Readiness</h3><ul><li>Develop and execute communication plans that prepare employees and stakeholders for upcoming changes.</li><li>Create or coordinate development of communication materials such as talking points, FAQs, stakeholder updates, presentations, and readiness messages.</li><li>Assess training needs resulting from role, process, or operating model changes.</li><li>Partner with business teams, training leads, or SMEs to support training design and delivery, including online learning, on-the-job support, and reinforcement materials.</li><li>Drive readiness activities that help ensure employees and leaders understand what is changing, when it is changing, and what support is available.</li></ul><h3>Hypercare & Post-Deployment Support</h3><ul><li>Support the organization through post-go-live hypercare by monitoring adoption, gathering feedback, and identifying areas requiring additional support.</li><li>Help address transition issues, role clarity gaps, and adoption barriers following deployment.</li><li>Partner with leaders and stakeholders to reinforce new processes, structures, and expectations after implementation.</li><li>Track readiness, adoption, and change-related risks and escalate concerns when appropriate.</li><li>Recommend reinforcement actions, communications, or training interventions based on early post-launch feedback.</li></ul><h3>Planning, Governance & Reporting</h3><ul><li>Create and maintain core OCM deliverables such as stakeholder analyses, impact assessments, communication plans, training support plans, readiness trackers, and adoption action plans.</li><li>Provide regular updates to project leadership and stakeholders on change progress, risks, dependencies, and support needs.</li><li>Align change activities with program governance, implementation planning, and business timelines.</li><li>Ensure deliverables are practical, organized, and actionable.</li></ul><h2>Day-to-Day Responsibilities</h2><ul><li>Meet with project leaders, business stakeholders, and functional partners to assess change impacts and readiness needs.</li><li>Conduct stakeholder interviews and working sessions to understand role, process, and organizational impacts.</li><li>Develop communications, leadership materials, readiness content, and transition support plans.</li><li>Coordinate with HR, training, and business teams to support role transitions and capability-building needs.</li><li>Facilitate sessions related to stakeholder alignment, readiness, training, and post-go-live support.</li><li>Monitor hypercare feedback and identify where additional change support or reinforcement is needed.</li><li>Prepare status updates, risk summaries, and executive-ready materials.</li></ul><h2>Required Qualifications</h2><ul><li>7+ years of experience in <strong>organizational change management</strong>, transformation support, or related change leadership roles.</li><li>Proven experience supporting <strong>organizational design</strong>, <strong>operating model</strong>, <strong>role transition</strong>, or <strong>business transformation</strong> initiatives.</li><li>Strong experience with <strong>change impact assessments</strong>, <strong>stakeholder engagement</strong>, <strong>communications planning</strong>, <strong>training coordination</strong>, and <strong>readiness support</strong>.</li><li>Experience supporting organizations through deployment and <strong>post-go-live hypercare</strong> periods.</li><li>Ability to work closely with leaders and HR on sensitive organizational or role-related changes.</li><li>Experience developing practical support plans for role transitions, skill shifts, and new ways of working.</li><li>Strong facilitation, executive communication, and stakeholder management skills.</li><li>Ability to operate effectively in complex, cross-functional environments with multiple stakeholders.</li><li>Strong organizational skills and ability to create clear, structured, business-focused deliverables.</li></ul><h2>Preferred Qualifications</h2><ul><li>Prior experience in the <strong>utilities industry</strong> strongly preferred.</li><li>Experience supporting <strong>target operating model</strong>, <strong>operating model transformation</strong>, or <strong>organizational redesign</strong> initiatives preferred.</li><li>Experience supporting workforce transition, role redesign, or capability-building efforts is highly desirable.</li><li>Familiarity with training delivery approaches including instructor-led, virtual, online, and on-the-job support models.</li><li>Experience working in highly regulated, operationally complex environments is a plus.</li></ul><h2>Education</h2><ul><li>Bachelor’s degree in <strong>Business, Human Resources, Organizational Development, Communications, Psychology, Education</strong>, or a related field required.</li><li>Master’s degree in a related field is a plus.</li></ul><h2>Certifications</h2><ul><li><strong>Prosci Change Management Certification</strong> strongly preferred.</li><li>Additional certifications in organizational change, project management, learning and development, or agile methodologies are a plus.</li></ul><h2>Core Competencies</h2><ul><li>Organizational Change Management</li><li>Change Strategy & Execution</li><li>Target Operating Model Support</li><li>Stakeholder Engagement</li><li>Leadership Coaching</li><li>Change Impact Assessment</li><li>Workforce Transition Planning</li><li>Communications Planning</li><li>Training & Enablement</li><li>Readiness & Adoption</li><li>Hypercare Support</li><li>Facilitation & Executive Communication</li></ul><h2>Ideal Candidate Profile</h2><p>The ideal candidate is a thoughtful, structured, and execution-oriented change leader who knows how to support organizations through meaningful operational and role-related change. They are comfortable working alongside leadership and HR on sensitive transition matters, building practical support plans, and helping teams adopt new roles, skills, and expectations in a way that is well-sequenced and sustainable. Utility experience is strongly preferred, particularly in environments where organizational change must be managed carefully and with strong stakeholder alignment.</p>

Model Jobs in Galloway, OH

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Model Jobs in Galloway, OH

Buyer / New Model Planner SK Services LLC

Change Lead | OCM Lead - Target Operating Model & Hypercare Blue Star Partners LLC

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