About the role
ADDITIONAL DETAILS:
- Hybrid - Work on-site at corporate office(Southlake, TX) Tues-Thurs
- 2 month project - may be extended
- Standard Working Hours - No OT expected
- Managed HR Projects a must
- Change Management
- Identify Risks
ABOUT THE ROLE:
The HR Change & Launch Readiness Project Manager (P4P) is responsible for driving cross-functional planning, change management, communications, and launch readiness activities to ensure a successful Pay for Performance (P4P) implementation on January 27. This role serves as the central coordinator across HR, Business Leadership, People Managers, Learning & Development, Communications, and key stakeholder groups to ensure employees and managers are prepared, informed, and equipped for this significant transformation.
As the primary orchestrator of launch readiness, the Project Manager owns the integrated readiness plan, monitors progress against key milestones, facilitates governance and decision-making forums, and ensures all change management, manager enablement, employee communications, and training deliverables are developed and deployed on schedule.
The successful candidate will drive stakeholder accountability, coordinate communication cadences, oversee the delivery and deployment of learning materials, identify and mitigate readiness risks, and maintain clear visibility into organizational preparedness. This role is critical to ensuring leaders are aligned, managers are confident in their role, employees understand what's changing, and the organization is fully prepared for a seamless go-live.
QUALIFICATIONS AND EDUCATION REQUIREMENTS
8-10 years experience
Must Have Skills:
Large-Scale Change Management: Proven experience leading organizational change initiatives that impact managers and employees across multiple functions.
Project & Program Management: Strong ability to develop integrated project plans, manage dependencies, track milestones, and drive on-time delivery in a fast-paced environment.
Launch & Readiness Planning: Experience coordinating readiness activities for major business, HR, technology, or process implementations.
Stakeholder Management & Influence: Exceptional ability to build partnerships and drive accountability across senior leaders, HR teams, Communications, Learning & Development, and business stakeholders.
Communication Planning & Execution: Expertise creating and managing communication strategies, engagement plans, leader messaging, and communication cadences for large-scale change.
Training & Enablement Coordination: Experience working with Learning & Development teams to deliver training, toolkits, guides, and manager enablement resources.
Executive Presence: Ability to facilitate leadership forums, present status updates, escalate risks, and influence decisions with senior stakeholders.
Risk & Issue Management: Strong ability to identify readiness risks, develop mitigation plans, and proactively remove barriers to successful delivery.
Cross-Functional Leadership: Demonstrated success coordinating diverse teams without direct authority and aligning multiple workstreams toward a common goal.
Organizational Readiness Assessment: Ability to assess adoption readiness, identify gaps, and implement actions to ensure successful launch and sustained adoption.
Nice To Have Skills:
Experience supporting HR transformations, performance management, talent management, or employee experience initiatives.Familiarity with structured change methodologies such as Prosci, ADKAR, or equivalent .
Experience managing enterprise-wide launches affecting large manager and employee populations.
Experience in a matrixed, global organization.
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