Organizational Change Management Lead

Great Day Improvements - Organizational Change Management Lead

Company Overview

In the 13 years since its founding, Great Day Improvements, LLC has grown rapidly toward its vision of becoming one of the largest home improvement companies in the U.S. Headquartered in Twinsburg, Ohio, Great Day Improvements is a $1.5 billion, vertically integrated, direct to consumer provider of premium home improvement products.

The company’s family of brands includes Patio Enclosures®, Champion Windows and Home Exteriors®, Universal Windows Direct®, Apex Energy Solutions®, Stanek Windows®, Hartshorn Custom Contracting, Your Home Improvement Company, K Designers, Leafguard®, Englert®, and The Bath Authority.

With an expanding workforce of more than 4,800 employees across 130 metropolitan markets throughout the US, Great Day Improvements ranks among the top home improvement companies nationwide and one of the fastest growing private companies in America.

Summary

The Organizational Change Management Lead is responsible for driving successful adoption of enterprise technology and process changes across Great Day Improvements. This role partners closely with Project Managers, ETI teams, and department managers to drive employee readiness for changes in workflows, roles, and ways of working.

Operating as a hands-on individual contributor, this role embeds change management practices directly into the project and portfolio lifecycle. The focus is on readiness, adoption, and sustainment so technology investments deliver measurable business outcomes with minimal disruption.

The role supports technology implementations and process improvement initiatives of varying scale, partnering with the business on communications, training, and adoption support. Success is measured by employee adoption, leadership effectiveness during change, and sustained results following go live.

Location: Remote, United States; strong preference for candidates located in the Eastern Time Zone

Salary Range: $80,000 - 115,000

This salary range represents a good faith estimate of the compensation for this position. Actual compensation may vary based on education, experience, knowledge, skills, abilities, internal equity, and alignment with market data

Change Enablement and Strategy

• Partner with Project Managers to integrate change management activities into project planning and execution.
• Develop and maintain a consistent organizational change management approach aligned to ETI delivery methods.
• Ensure change readiness is addressed early and sustained throughout the lifecycle of enterprise initiatives.
• Translate business and technology changes into clear and actionable change strategies.

Stakeholder and Impact Management

• Conduct stakeholder identification and change impact assessments across affected employee groups.
• Identify roles, teams, and locations most impacted by change and assess severity and risk.
• Partner with project teams and department managers to understand operational realities and employee concerns.
• Identify and engage change champions across the organization to support adoption.

Communication and Engagement

• Develop targeted communication plans that explain what is changing, why it matters, and what is expected of employees.
• Develop clear current-state to future-state narratives that align leadership messaging and build shared understanding.
• Advise leaders and managers on moments that matter and how to communicate effectively with their teams.
• Ensure communications are practical, timely, and aligned to how work is done.

Training and Enablement

• Partner with learning and delivery teams to align training plans with role-based impacts and timing.
• Ensure training supports real workflow changes and day-to-day execution.
• Identify gaps in knowledge or readiness and adjust enablement plans as needed.

Adoption and Sustainment

• Define adoption, readiness, and success metrics for enterprise initiatives.
• Conduct post implementation pulse checks and adoption assessments.
• Identify adoption risks and work with delivery and business teams to address issues.
• Support sustainment activities to ensure changes are embedded into standard operating practices.

Required Qualifications

• Bachelor’s degree in Business, Organizational Development, Human Resources, Information Systems, or a related field.
• Minimum of 4–5 years of experience supporting organizational change for technology or business transformations.
• Experience partnering with project, program, or portfolio delivery teams.
• Demonstrated ability to influence leaders and teams without direct authority.
• Experience conducting change impact assessments, stakeholder analysis, and communication planning.
• Strong written and verbal communication skills with the ability to engage leaders and frontline employees.
• Ability to manage multiple initiatives and priorities in a fast-paced environment.
• Comfort working through ambiguity and evolving requirements.

Preferred Qualifications

• Experience supporting ERP, CRM, or enterprise application implementations.
• Familiarity with portfolio or project management methodologies.
• Experience working in a multi brand or multi location organization.
• Experience with Prosci ADKAR® Model
• Experience using AI tools and large language models (LLMs) to accelerate program documentation, risk identification, stakeholder communication, and process efficiency.

Competencies

• Change Leadership: Guides people through change with clarity, empathy, and accountability.
• Business Partnership: Builds trust with ETI and business leaders and operates as a valued advisor.
• Execution Focus: Translates strategy into practical actions that drive adoption.
• Communication: Delivers clear, direct messages that support understanding and alignment.
• Influence: Gains commitment through credibility and collaboration rather than authority.
• Analytical Thinking: Assesses impact, risk, and readiness using structured approaches.
• Adaptability: Adjusts plans based on feedback, adoption data, and business needs.

Success Measures

• High adoption rates for ERP, CRM, product development, and other enterprise initiatives within agreed timelines.
• Reduced resistance, disruption, and productivity loss during major technology changes.
• Clear change readiness and adoption metrics defined for Tier 1 and Tier 2 initiatives.
• Positive employee and leader feedback on communication, training, and change support.
• Sustained use of new systems and processes confirmed through post implementation reviews.

GDI is an Equal Employment Opportunity Employer

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