Viewing Job - Culture Change Champion [EB-2545142908]


Perrysburg, OH 43551

Years Experience




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Can start remotely due to Covid.

This role will lead the Change Management (CM) and the People & Culture (P&C) functions within the manufacturing development and deployment organization, a team that is focused on agile development of next generation technology and business solution for the Company. Core to this business unit leadership role are four elements, the responsibilities of which are outlined in the next section:

· Culture Champion for the business unit team

· Lead internal team communications

· Lead the team’s Change Management strategy and execution

· P&C Business Partner for the team


· Culture Champion

o Lead planning and activities supporting agile culture development (cultivate: high autonomy teams, learning-based culture, start-up mentality) and elevating team engagement and performance

o Together with other leaders, identify roadblocks and barriers to change or improve upon within the business unit and develop/implement solutions to overcome those barriers

o Reinforce and build on the current learning culture by identifying future required skills and competences and creating/implementing development programs (alignment with existing programs and company university offering)

o Characterize the skills, attributes, and behaviors required in all resources to effectively meet the strategic and cultural expectations of the unit

o Define onboarding experience to reinforce cultural mindset, improve existing onboarding programs, process and develop onboarding program for factory hires

· Internal Team Communications

o Lead internal communications for a business unit of 50+ employees, including all-hands meetings

o Prepare communication strategies for stakeholders in -impacted factories and Country Groups, support local teams in managing staffing and training needs

· Change Management

o Co-Develop project strategies and plans, including stakeholder assessment, communications, leadership alignment, organization transition, change readiness, capability transfer, and end-user training for business solution deployments

o Oversee team execution in accordance with project plans, tools, and methods, and support resource planning and acquisition

o Lead/facilitate meetings with the Company’s P&C partners to ensure an understanding of the current company culture, and jointly develop a change adoption plans

· P&C Business Partner

o Work as business partner to address P&C topics, e.g. performance issues and succession gaps

o Further develop and execute on the P&C roadmap

o Support and engage senior leaders and coach managers and supervisors

o Co-develop and co-design compensation strategies and incentive plans

o Define recruitment needs and enable (local) recruitment of internal and external resources

o Establish partnerships across the Company’s P&C function to deliver value-added service to management and employees that reflect the business objectives of the organization

Scope: Indicate range of employees managed, key relationships, budget managed.

· This role may have direct reports as the organization transitions from development to deployment

· This role will be expected to utilize the Company’s P&C network, across global, regional and local teams

· This role must have a business partner and owner relationship with the Core Team

· This role must have a business partner and networked relationship with critical key leadership in the Company

· This role will manage the CM/P&C program’s budget as part of the Leadership Team

Roles networked to the HR Leader:

· Potential dedicated resources assigned solely to group

· P&C Business Partners (Generalists, Managers, Directors, VPs) within Global Technology, Supply Chain, Regional Manufacturing & Operations, Plants

· P&C function center of excellence partners in Talent Acquisition, Benefits, Compensation, Talent Management, etc.


Leadership Behaviors:

· Builds Trust and Strong Partnership, Networks and Communities

· Bias for Execution and Delivering Results

· Develops People and Teams – a team player who works collaboratively with and through others

  • Ability to influence others and move toward a common vision or goal

· Continuous Improvement/Radical Improvement Mindset – challenge/reinvent the status quo

· Entrepreneurial – open and pragmatic, brings in new ideas, energetic

  • A solid understanding of how people go through a change and the change process and how to maximize employee adoption and minimize resistance to the new
  • Ability to clearly articulate messages to various audiences
  • Flexible and adaptable; able to work in ambiguous situations
  • Must be a team player and able to work collaboratively with and through others

Derailleurs: What attributes could derail an incumbent in this role? (ex. Micromanagement, Unwillingness to Confront, short term results orientation)

· Inability to think innovatively/strategically and execute

· Inability to generate relationships and deal with tradeoffs

· Lack of balancing short term and long-term results

· Inability to be devoted/focus on fast, progressive action without distraction from other work/legacy priorities


· Bachelor’s degree in business, human resources, organizational development, or related fields

· MBA preferred


· At least 5 years Strategic HR/People & Culture Business Partnership experience combined with 5 years Change Management experience (min. 7 yrs work experience)

· Manufacturing/Operations HR experience

· Project management skills and meeting/facilitation skills

· Strong decision making and judgment skills

· Strong conflict resolution and negotiation skills and ability to lead by influence

  • Team orientated individual with excellent people skills and the ability to influence stakeholders

· Flexibility to interact with all levels of management from both external and internal to company

· Good understanding of change management principles, techniques & tools; has lead change activities in international/cross continental context

· Experience in culture development and change management in international environment

  • Able to cope with pressure; i.e. changing/agile environment

endevis, LLC. and all companies represented are Equal Opportunity Employers and do not discriminate against any employee or applicant for employment because of age, race, color, sex, religion, national origin, sexual orientation, gender identity and/or expression, status as a veteran, and basis of disability or any other federal, state or local protected class.