Manager of Enterprise Change & Organizational Effectiveness

To strategically direct enterprise-wide change management and organizational effectiveness functions. Manages multiple teams of internal consultants and ensures execution and alignment of change management and strategic talent initiatives to enterprise goals and priorities. This role serves as a trusted advisor to executives, driving adoption of enterprise transformation initiatives, ensuring enterprise resource planning support and adoption, and strengthening organizational capacity. This role requires the ability to foster collaboration and drive transformative solutions and is accountable for building change agility and organizational effectiveness capabilities across the enterprise, ensuring that leaders, managers and employees are equipped with the skills, mindset and resources needed to navigate change effectively and drive operational excellence.

Responsible for strategy, methodology and delivery of enterprise change management and organizational effectiveness services. Manages Senior Organizational Effectiveness Specialists responsible for organizational development and strategic HR business partner support to senior management and their team, and Business Transformation Specialists who provide change management support to complex, enterprise-wide transformational change initiatives. This role ensures consulting methods, tools and programs are aligned to enterprise priorities and meet industry needs. This role serves a center of excellence for change management and organizational effectiveness, developing frameworks, training, and resources to empower leaders and teams across the organization. The successful candidate will partner with executive leadership to facilitate key discussions with a customer-focused approach, diagnose organizational needs, co-create and ideate strategies, and evaluate the impact of said strategies on organizational goals and culture. They will be accountable for building organizational change capability and guiding leaders at all levels. The role is required to attend, present and/or lead at Board, executive, team, customer, community, and one-on-one meetings; in person, as needed.

• Leadership & Team Management
  
  
  
  • Guide, coach and develop two teams - Change Management and Organizational Effectiveness/HR Business Partners - fostering a culture of collaboration, innovation and accountability.
  • Provide strategic direction, mentoring and support to senior-level specialists responsible for enterprise consulting, ensuring alignment with SMUD's strategic priorities.
  • Manage resources, budgets and project portfolios to deliver services effectively and efficiently.
  
  
  
  
• Change Management
  
  
  
  • Direct SMUD's enterprise change management strategy, ensuring consistent methodology and scalable practices are embedded across SMUD.
  • Serve as a senior advisor to executives and project sponsors on the people side of change, providing strategies that drive adoption, minimize resistance, and accelerate results.
  • Oversee the portfolio of enterprise change initiatives, identifying interdependencies, risks and opportunities for alignment.
  • Build organizational change capability by developing tools, training and coaching for leaders and project teams.
  • Measure and monitor change effectiveness, adoption rates, and benefits realization to ensure enterprise value is achieved.
  
  
  
  
• Organizational Effectiveness & Strategic Human Resources Development
  
  
  
  • Provide executive-level consulting to senior management and their teams on organizational design, team effectiveness, leadership development, and culture alignment.
  • Guide enterprise workforce and talent strategies, including strategic workforce planning, succession planning, coaching, and employee engagement to build and sustain leadership pipelines aligned with future organizational needs and transformational initiatives.
  • Guide senior teams in clarifying vision, strategy, operating models, and processes to strengthen team and organizational performance.
  • Deliver organizational assessments, identify performance gaps, and design targeted interventions to drive results and build long-term organizational health.
  • Oversee employee engagement strategies and survey action planning, ensuring insights translate into meaningful organizational improvements.
  • Partner with Directors to strengthen overall leadership development and embed equity, inclusion, and employee wellbeing into change management and organizational effectiveness programs.
  • Leverage technology to ensure efficient and optimized results that support the people and the organizational priorities.
  
  
  
  
• Enterprise Strategy & Integration
  
  
  
  • Partner with executives and peers across human resources, enterprise strategy, technology, and operations to ensure people and change strategies are fully integrated into SMUD's enterprise strategy.
  • Contribute to business unit and enterprise strategy development, representing organizational effectiveness and change management perspectives at senior forums.
  • Ensure services are data-driven, leveraging metrics and organizational insights to inform executive decision-making and refine programs.
  • Monitor industry trends and emerging practices to ensure SMUD's change and organizational effectiveness practices remain innovative, competitive and compliant with regulatory requirements.
  
  
  
  
• Administration & Oversight
  
  
  
  • Develop and manage the unit's annual budget, ensuring fiscal responsibility and alignment with strategic objectives.
  • Oversee internal and external projects, managing scope, resources, contracts, and quality assurance to deliver expected outcomes.
  
  
  
  
• Perform other related duties as needed; schedules, hours and locations may fluctuate based on business needs.

Bachelor's degree majoring in Organizational Development, Human Resource Management, Business Administration, Business Management, Organizational Communication, Public Administration, or related field from an accredited college or university, or equivalent experience. If no degree, at least nine (9+) years of relevant experience is required.

Five (5+) or more years of progressively responsible experience leading large-scale, complex change management and organizational effectiveness initiatives, including five (5+) or more years of supervisory experience of professional teams.

• Management fundamentals and techniques
• Business and political acumen
• Budget development and administration
• Project management
• Diversity, Equity, Inclusion, and Belonging (DEIB) and organizational culture change
• Comprehension of applicable employment laws and practices.
• Specific to Manager Enterprise Change & Organizational Effectiveness
  
  
  
  • Advanced fundamentals, practices and methodologies of change management and organizational effectiveness
  • Talent management strategies including workforce planning, succession planning, employee engagement, and leadership development
  • Organizational design, team effectiveness, and cultural transformation approaches
  • Project and portfolio management methodologies, both agile and traditional
  • Supervisory fundamental, including selection, development, performance management, and employee relations.
  • Relevant employment laws, human resources practices, and public utility business operations.
  • Stakeholder engagement strategies, including labor relations, employee communications, and advocacy-building.
  • Methods for assessing organizational readiness, risk and impact in large-scale change initiatives.
  • Industry trends and benchmarks in organizational effectiveness and change management, especially for the utility sector.
  • Data analytics, evaluation, and reporting related to organizational effectiveness and change outcomes.
  
  
  
  

• Oversee, influence, persuade, and motivate
• Establish policies, set goals, and manage the implementation of strategic and operational plans for area(s) of responsibility
• Manage activities of staff
• Partner with peers to drive change across cross-functional teams
• Demonstrate commitment to valuing diversity and contributing to an inclusive working and learning environment
• Interface effectively with executives, senior and peer management, SMUD staff, external entities, and the community
• Specific to Manager Enterprise Change & Organizational Effectiveness
  
  
  
  • Guide, motivate and develop high-performing consulting teams.
  • Provide executive-level consulting and influence senior management to align people strategies with business goals.
  • Design and deliver complex change management strategies and organizational interventions.
  • Build trust and maintain effective relationships across all levels of the organization.
  • Assess organizational obstacles using data-driven methods and translate insights into actionable strategies.
  • Manage multiple, concurrent projects and clashing priorities with resilience and adaptability.
  • Demonstrate strong judgment, discretion and professionalism in sensitive matters.
  • Facilitate strategic planning, visioning, and organizational assessments with cross-functional teams.
  • Lead stakeholder engagement and employee communications during organizational change.
  • Develop and deliver training and capability-building programs for leaders and managers.
  • Coach leaders at all levels to build change agility and foster cultural transformation.
  • Leverage data analytics and metrics to measure effectiveness and inform continuous improvement
  
  
  
  

• Proven experience leading change management for large-scale, complex enterprise transformations (such as ERP, digital, or organizational restructuring), ideally within a utility or public sector environment.
• Certification in Change Management certification methodologies (e.g., CCMP, Prosci) or organizational development practices.
• Experience managing and developing high-performing teams of internal consultants.
• Proven experience designing and implementing enterprise-wide organizational effectiveness initiatives-such as employee engagement, succession planning, leadership development, and coaching programs-ideally within a utility or public sector environment.
• HR Certification (e.g., SHRM-SCP, SPHR).
• Strong track record in building organizational change capability through training, coaching, or establishing centers of excellence.
• Organizational Development/Coaching certification (e.g., ATD, ICF, or equivalent).
• Advanced degree in Organizational Development, Industrial/Organizational Psychology, Human Resources, Business Administration, or related field.
• Experience utilizing data analytics and change metrics to measure adoption, readiness, and project outcomes.
• Experience integrating diversity, equity, inclusion, and wellbeing fundamentals into transformational and change initiatives