Sr. Staff Organizational Change Management Specialist

Investments in core business systems and productivity tools have been made over the past several years, but consistent adoption lags across the enterprise.  Business processes aren’t consistently defined, technology isn’t always configured to reflect or enable how teams actually work, and change isn’t being managed as a discipline. The creation of this role demonstrates a commitment to building repeatable process and change capabilities that help engineers, program teams, operations, and back office teams get real value from the tools that are implemented. If you’re the kind of leader who loves turning ambiguity into momentum—and you’ve built change plans that actually stick—this is a chance to do end-to-end work with visible impact.

What you’ll do: 

1) Build a lightweight, scalable change capability:

• Stand up a practical change management and adoption playbook (stakeholder model, change impacts, comms, training, readiness, reinforcement) sized for a startup.
• Create templates and operating rhythms that make change repeatable across initiatives (not reinvented each time).
• Coach leaders and product owners on “change leadership” behaviors that drive adoption.

2) Lead adoption for business systems & process changes:

• Partner with Business Systems and functional leaders to drive adoption of tools (e.g., ERP, PLM, MES, collaboration) and the processes they enable.
• Translate “system go-live” into role-based ways of working: who does what, when, using which tool, in accordance with which policies / procedures / standards, etc.
• Own the integrated change plan across multiple workstreams, dependencies, and releases.

3) Drive process clarity that enables configuration:

• Facilitate current-state discovery and future-state design workshops; document fit-for-purpose processes (not bureaucracy), as well as change impacts.
• Identify where configuration, workflow, permissions, and data standards need to change to match the process.
• Define adoption-critical artifacts: SOPs, job aids, role guides, intake/request workflows, escalation paths.

4) Make adoption measurable and improve it continuously:

• Define and track adoption + readiness metrics.
• Run pulse checks, stakeholder feedback loops, and targeted interventions (enablement, comms, leader reinforcement).
• Provide crisp exec updates: what’s working, what’s not, decisions needed, and risks.

5) Be a hands-on partner in a fast-paced environment:

•  Operate comfortably with imperfect information; prioritize what matters and deliver enablement in increments.
• Bring structure without slowing teams down—enable speed in a regulated/quality-driven environment.

What success looks like (first 90–180 days):

• A working OCM playbook + reusable assets adopted by Business Systems and functional leaders.
• A repeatable go-live readiness approach (training, comms, hypercare, reinforcement) that reduces churn and workarounds.
• Demonstrable adoption lift for at least one implemented tool (higher usage, fewer tickets, faster cycle times, better data quality).

Who you are:

• You combine structured consulting-grade change leadership with a builder mindset and strong judgment.
• You can facilitate a room of engineers and operators, earn trust quickly, and turn debates into decisions.
• You write clearly and crisply—executive-ready narratives, practical guides, and simple visuals.
• You’re energized by ownership: you don’t just recommend; you implement.

What You Need:

• 4+ years of experience in organizational change management, transformation, and/or business process enablement, ideally tied to technology implementations.
• Proven track record leading change for business systems (ERP/PLM/MES/CRM/HRIS/service tools or equivalent).
• Strength in: stakeholder management, change impact assessment, communications strategy, training strategy, readiness planning, reinforcement/hypercare.
• Practical process skills: discovery, facilitation, future-state design, governance, and translating needs into system requirements.
• Comfort working in environments with high accountability (quality, compliance, safety, or regulated contexts preferred).

Bonus Qualifications:

• Prosci/ADKAR or equivalent (certification helpful but not required if you’ve led successful change).
• Experience in aerospace, advanced manufacturing, hardware startups, engineering-led orgs, or supply chain-heavy environments.
• Experience partnering with product/engineering teams on workflow design and adoption.
• Experience establishing a change function from scratch.

 At Archer, we aim to attract, retain, and motivate talent who possess the skills and leadership necessary to grow our business. We drive a pay-for-performance culture and reward performance that supports the Company’s business strategy. For this position, we are targeting a base pay between $185,000 - $230,000 Actual compensation offered will be determined by factors such as job-related knowledge, skills, and experience.

Archer is committed to working with and providing reasonable accommodations to job applicants with physical or mental disabilities, and those with sincerely held religious beliefs. Applicants who may require reasonable accommodation for any part of the application or hiring process should provide their name and contact information to Archer’s People Team at [email protected]. Reasonable accommodations will be determined on a case-by-case basis.