View More Jobs Change and Adoption Lead, Transformation Office

Job Description

Job Summary:

The Change and Adoption Lead is responsible for the enterprise change, enablement, adoption, and deployment strategy across the Transformation Office portfolio. This role sets the strategic direction for how transformation is introduced, understood, adopted, reinforced, deployed, and sustained across the organization. The position ensures that every approved initiative includes a credible change strategy, stakeholder-engagement model, readiness approach, deployment plan, enablement framework, adoption measures, and sustainment path before the work is considered successful.

Job Duties:

Enterprise change strategy

Defines the enterprise change, adoption, enablement, and deployment strategy for the Transformation Office portfolio

Establishes the standards, methods, tools, and minimum expectations for change planning across all Transformation Office initiatives

Translates enterprise transformation priorities into stakeholder-specific change approaches that support understanding, readiness, behavior change, and sustained adoption

Ensures change strategy influences initiative scope, sequencing, governance, resource planning, communications, training, deployment timing, and handoff criteria

Identifies where the cumulative volume of transformation creates organizational fatigue, adoption risk, leadership overload, or conflicting messages

Advises the National Managing Principal, Transformation Office, and executive sponsors on the organization’s ability to absorb planned changes

Change governance and executive alignment

Establishes governance routines that make change readiness, adoption risk, stakeholder impact, deployment complexity, and sustainment visible to executive sponsors

Advises the Managing Director and executive sponsors on change implications of portfolio sequencing, launch timing, resource constraints, and competing enterprise messages

Defines escalation paths for unresolved adoption risks, leader alignment gaps, readiness concerns, and deployment blockers

Ensures executive governance discussions include change capacity, leadership commitment, adoption evidence, and business readiness

Prepares executive-level change recommendations, risk summaries, and decision points for portfolio and steering committee forums

Stakeholder strategy and leadership activation

Defines enterprise stakeholder-segment standards, including sponsors, business owners, change champions, impacted leaders, practitioners, support teams, and affected end users

Develops leader activation strategies that clarify what leaders must know, say, reinforce, model, and measure

Equips sponsors and business owners to visibly own changes rather than relying on the Transformation Office to drive adoption alone

Identifies stakeholder resistance, misalignment, competing priorities, and readiness gaps early enough to adjust plans

Creates feedback loops that capture field sentiment, operational concerns, and practical adoption barriers

Readiness, deployment, and adoption measurement

Defines readiness criteria required before major milestones, pilots, launches, deployments, and operational handoffs

Requires initiative-level change plans to include impact assessments, communications needs, enablement requirements, adoption measures, reinforcement actions, and sustainment ownership

Partners with Analytics and Reporting to build adoption scorecards and readiness views for leadership review

Distinguishes between awareness, training completion, initial use, behavior change, operational adoption, and sustained performance

Uses adoption evidence to recommend whether initiatives should proceed, pause, adjust, or receive targeted reinforcement

Enablement, communications, and learning integration

Defines the change requirements that should inform communications, learning, leader toolkits, job aids, office hours, support models, and deployment materials

Partners with the Enablement / Communications Partner to ensure messaging is timely, accurate, audience-specific, and connected to required behavior or process changes

Partners with Learning, Technology, and functional subject-matter experts to ensure enablement is practical, role-based, and tied to the future-state operating model

Ensures communications and enablement are sequenced with readiness, deployment, and adoption milestones

Identifies where additional training, reinforcement, leader support, or stakeholder engagement is needed to close adoption gaps

Capability leadership and team development

Builds and maintains the Transformation Office change and adoption methodology, templates, playbooks, and quality standards

Provides direction, coaching, and quality review to Change and Adoption Leads assigned to specific initiatives

Ensures change resources apply consistent methods while tailoring approaches to each initiative’s size, complexity, audience, and risk profile

Identifies capability gaps across the change portfolio and recommend staffing, secondment, or surge-capacity options

Promotes continuous improvement by capturing lessons learned and incorporating them into future change practices

Sustainment and business ownership

Defines the adoption and readiness evidence required before an initiative transitions to business-as-usual ownership

Confirms reinforcement ownership, operating routines, role expectations, support channels, and success measures are assigned to the receiving business

Ensures operational handoff packages include change risks, adoption results, unresolved barriers, sustainment actions, and owner accountability

Supports post-transition reviews to determine whether adoption is holding and whether additional reinforcement is required

Escalates situations where the business is not prepared to sustain the future-state model

Other duties as required

Supervisory Responsibilities:

N/A

Qualifications, Knowledge, Skills and Abilities:

Education

Bachelor’s degree required, focus in in Business Administration, Management, Finance, Organizational Leadership, Information Systems, or Strategy, preferred

Master’s degree in Business Administration, Management, Organizational Leadership, or Strategy, preferred

Experience

Eight (8) years of experience leading enterprise change, adoption, readiness, deployment, or organizational transformation in a complex matrixed environment, required

Experience building change methodologies, playbooks, tools, governance routines, and enterprise standards preferred

Experience advising senior executives and sponsors on change risk, organizational readiness, adoption strategy, and transformation capacity, preferred

Experience applying knowledge of change management to drive stakeholder engagement, leader activation, communications strategy, learning integration, adoption measurement, and sustainment of change, preferred

License(s)/Certification(s)

Project Management Professional (PMP), preferred

Certified Change Management Professional (CCMP), preferred

APMG Change Management Practitioner, preferred

Prosci Change Management certification, preferred

Software

Microsoft Office, required

Portfolio management or project management software, required

Dashboard and reporting tools, preferred

Financial planning and analysis software, preferred

Language(s)

N/A

Other Knowledge, Skills & Abilities

Ability to translate business, technology, process, and operating-model changes into practical role-based impacts and adoption plans

Strong facilitation, influence, executive communication, and stakeholder-management skills

Experience leading or coaching change resources across multiple initiatives

Ability to operate strategically while ensuring practical execution details are complete

Sound judgment regarding sequencing, organizational capacity, sensitive messaging, and readiness risks

Individual salaries that are offered to a candidate are determined after consideration of numerous factors including but not limited to the candidate’s qualifications, experience, skills, and geography.

National Range: $135,000 - $220,000

Maryland Range: $135,000 - $220,000

NYC/Long Island/Westchester Range: $135,000 - $220,000

About Us

At BDO, how we show up matters. We build strong relationships by supporting one another, our clients, and our communities with care, curiosity, and a commitment to helping one another grow and succeed. Here, you’ll find meaningful work, leaders invested in your success, and opportunities to build a career around what matters most to you.

Our purpose is to be the people our clients count on to grow with confidence and achieve what matters most. Our values guide how we bring that purpose to life each day. Together, they shape how we work with one another, serve our clients, and create meaningful impact.

BDO provides assurance, tax, and advisory services to clients across the U.S. and around the world. No matter your role, you’ll be part of a team helping clients navigate complexity and move forward with clarity.

We are proud to be an ESOP company, offering participants a stake in the firm’s success through beneficial ownership and a unique opportunity to enhance their financial well-being. As a qualified retirement plan, the ESOP is a meaningful addition to our comprehensive compensation and Total Rewards benefits\* offerings. It also reinforces an ownership mindset that strengthens our connection to one another, our clients, and the future we’re building together.

Learn more about our benefits: BDO Total Rewards encompass more than traditional benefits. Click here to find out more!

\*Benefits may be subject to eligibility requirements.

Equal Opportunity Employer, including disability/vets

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Job Info

Job Identification

14347

Job Category

Operational Support

Posting Date

10/12/2026, 07:06 PM

Job Schedule

Full time

Locations

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