H-1B Visa Organizational Change Management Jobs
Organizational Change Management roles qualify as H-1B visa specialty occupations when the position requires a bachelor's degree or higher in organizational development, business, industrial-organizational psychology, or a related field. Large consulting firms, financial institutions, and healthcare systems are among the most consistent H-1B sponsors for OCM practitioners.
Find H-1B Visa Organizational Change Management JobsOverview
Showing 5 of 17+ Organizational Change Management jobs
See all Organizational Change Management Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Organizational Change Management roles.
Get Access To All JobsDescription
Please note: The starting salary offer will be determined based on the successful candidates’ qualifications within the budgeted salary range of $155,000 - $175,000 annually. However, there is the potential for longevity, growth, and salary progression for the individual once employed.
Why work for OFM
The Office of Financial Management (OFM) serves as the backbone of Washington state government. Our mission is to make our state a better place by connecting people, budgets, policies, data, and systems for state agencies and the Legislature. Our team includes budget advisors, researchers, and other experts, all dedicated public servants working towards an equitable future for every Washingtonian.
If you want to play a key role in enhancing how state government serves its citizens, you’ve found the right place. Join us in making a meaningful difference for every Washingtonian!
The job opportunity
The Organizational Change and Transition Management Officer leads organizational change management (OCM) for the One Washington Program, supporting employees, leaders, agencies, and other partners through the organizational, process, and technology changes. This position develops and implements an integrated change management strategy that aligns workforce readiness, communications, training, business partner engagement, and adoption with program priorities and implementation milestones. The role establishes effective practices for assessing change impacts, organizational readiness, adoption, and change-related risks, while ensuring that the needs of employees and agencies' stakeholders are considered throughout the transformation.
The position provides strategic guidance to program leaders and managers on employee engagement, leadership readiness, organizational impacts, and workforce resilience. Working across program and agency teams, the position identifies barriers to successful change and develops practical, inclusive approaches that strengthen communication, trust, engagement, and organizational readiness. Success in this role requires strong relationship-building, collaboration, communication, and change leadership skills, along with the ability to navigate complex environments and help diverse business partners understand, adopt, and sustain new processes, systems, and ways of working.
One Washington (OneWA), led by the Office of Financial Management, is an enterprise-wide transformation project focused on replacing 1960s-era technology with a cloud-based Workday solution for finance, procurement, budget, HR, and payroll processes. The project’s core business hours are Monday through Friday, and all project positions are full-time. We offer some flexibility in schedules, subject to core business hours and prior supervisory approval. However, it is very common to work beyond the typical 40-hour workweek to meet the rigorous operational needs and business deliverables required for the go-live timelines.
What you’ll work on:
OCM Strategy, Governance, and Program Integration
- Leads the development, implementation, and continuous refinement of the One Washington Program’s organizational change management (OCM) strategy and roadmap, integrating internal workforce and external agency/participant change efforts with program objectives, implementation milestones, and the ERP transformation lifecycle.
- Establishes OCM priorities, methodologies, governance practices, and standards and integrates management considerations into program planning, decision-making, transition governance, and implementation activities.
Readiness, Adoption, and Change Impact
- Lead the program-wide approach to organizational readiness and adoption, establishing frameworks and methodologies for participant analysis, change impact assessments, readiness assessments, adoption mapping, business readiness criteria, and change risk identification.
- Oversee the development and use of readiness metrics, heat maps, checklists, and other tools to identify organizational impacts and barriers to adoption and to inform mitigation strategies and leadership decisions.
Workforce and Organizational Change Leadership
- Provide strategic leadership and consultation on internal organizational change and workforce readiness, advising program leaders and managers on employee engagement, leadership capability, communication, change fatigue, organizational impacts, and workforce resilience.
- Lead employee listening, organizational assessments, and analysis of engagement and workforce data to identify barriers and develop strategies that strengthen trust, inclusion, engagement, and organizational effectiveness throughout the program lifecycle.
Communications, Training, and Capability Integration
- Lead an integrated approach to participant engagement, communications, training, and organizational capability building, partnering with program leadership and other workstream leaders to ensure coordinated support for internal and external audiences.
- Ensure change management, communications, training, and capability-building activities collectively prepare employees and partners to understand, adopt, and sustain new processes, systems, and ways of working.
OCM Function Leadership and Resource Management
- Provide leadership, supervision, and resource oversight for the One Washington OCM and Training functions, including direct supervision of the OCM Lead.
- Establish priorities, performance expectations, resource strategies, and delivery standards; provides coaching and performance management; and builds the capability of OCM and Training staff to meet evolving program and participant needs.
Measurement, Benefits Realization, and Continuous Improvement
- Establish and oversee measures of OCM effectiveness, readiness, adoption, and workforce impact, using data, employee, agency, and partner feedback, lessons learned, and program outcomes to evaluate progress and identify opportunities for improvement.
- Partner with program leadership to incorporate OCM measures into transition and benefits realization activities and provide recommendations to the Executive Program Director regarding risks, interventions, and strategies to achieve sustainable program outcomes.
What we need you to bring:
Required Qualifications:
Experience with:
- Leading organizational change and transition management for a large-scale ERP implementation or similarly complex enterprise technology transformation, including development and execution of OCM strategies, roadmaps, readiness and adoption approaches, participant engagement, and transition activities.
- Managing organizational transition initiatives in complex, multi-stakeholder environments involving significant changes to business processes, technology, organizational structures, roles, or ways of working.
- Developing and implementing enterprise-level change strategies that align organizational priorities, participant needs, implementation requirements, and intended business outcomes.
- Conducting or overseeing change impact assessments, organizational readiness assessments, adoption planning, participant analysis, and change risk analysis to identify and address barriers to successful implementation.
- Advising and influencing executive leaders, managers, and cross-functional teams on organizational change, workforce impacts, readiness, adoption, and transition considerations.
- Integrating organizational change management with communications, training, organizational capability building, program governance, and implementation planning.
Knowledge of:
- Governance and decision-making structures used to manage complex, multi-phase transformation programs, including the relationship among organizational readiness, transition, adoption, and benefits realization.
- Participant engagement principles and strategies for working with diverse internal and external groups with varying levels of influence, impact, readiness, and organizational interests.
- Data-informed approaches to organizational readiness, adoption, workforce engagement, and change effectiveness, including the use of metrics, dashboards, heat maps, readiness assessments, and other decision-support tools.
Skills in:
- Assessing organizational and participant impacts, identifying readiness and adoption risks, and developing practical strategies to address barriers to successful transition.
- Translating complex business, process, technology, and organizational changes into clear, actionable information and strategies for varied audiences.
- Advising, influencing, and coaching executive leaders, managers, project teams, and participants through complex and competing change priorities.
- Building alignment among diverse groups and facilitating resolution of competing perspectives and organizational interests.
- Applying quantitative and qualitative data, participant feedback, readiness assessments, and organizational insights to inform decisions and refine change strategies.
- Leading teams through ambiguity, evolving priorities, and sustained transformation while maintaining accountability for results.
Ability to:
- Integrate multiple sources of information, including readiness data, change impact assessments, stakeholder analysis, adoption measures, workforce insights, and program information, to identify patterns, interdependencies, and emerging risks and inform OCM decisions.
- Develop and adapt enterprise-level OCM strategies, roadmaps, frameworks, and measures throughout a multi-phase transformation as implementation conditions, organizational impacts, and readiness needs evolve.
- Evaluate OCM alternatives and their potential consequences and recommend approaches that support successful transition, adoption, operational continuity, and realization of intended program benefits.
- Operate effectively within complex program governance structures, recognizing when OCM issues can be resolved within established authority and when risks or decisions require escalation to executive or other appropriate authority.
Desired Qualifications:
Certification in organizational change management, such as Prosci, ACMP Certified Change Management Professional (CCMP), or another recognized change management credential.
Experience with:
- Working with Workday or another major enterprise resource planning (ERP) platform.
- Supervising and developing professional staff, including establishing priorities, assigning work, coaching employees, managing performance, and building team capacity.
- Developing and implementing enterprise readiness dashboards, heat maps, business readiness checklists, adoption measures, or similar program-level decision-support tools.
- Working within Agile, Waterfall, hybrid, or scaled Agile program delivery environments.
- Collaborating with consultants, vendors, or external OCM service providers.
- Working within complex public-sector, governmental, or highly regulated environments with multiple stakeholders and competing priorities.
We are most interested in finding the best candidate for the job, and that candidate may be one from a less traditional background. Don’t let doubts stop you from applying for this position. If you have transferable experience, please tell us about it or contact us with questions about the required qualifications and how your experience relates to them.
Supplemental Information
What we offer
At OFM, we foster a culture of integrity, innovation, inclusion, and belonging. We value both learned and lived experiences, believing that diversity makes us stronger. To support your health and well-being, we offer a variety of benefit programs for our employees.
Please visit our Recruitment Page for a full list of benefits available to employees. Here’s a quick glance at some of the unique benefits that OFM offers:
- An environment of diversity, equity, inclusion, and belonging
- Medical, Dental, Vision, and Life Insurance
- 12 paid holidays, 14 paid vacation days (minimum), and 12 days of sick leave per year
- State retirement programs
Application Process:
Once you’ve decided to apply for a state government job, you’ll complete an online application to showcase your qualifications. Keep in mind that once you submit the application, a real person will read it. We do not use AI or any other technology to screen your application and reject it. Please ensure you provide clear, detailed information about your work history so your qualifications can be accurately assessed. We will contact the top candidates directly to schedule interviews. If you require a reasonable accommodation during the application process, please call 7-1-1 or 1-800-833-6384.
When completing your application, please attach all of the following required documents:
- Cover letter: describing your qualifications for this specific position
- Resume: that details your applicable experience and education.
- References: at least three professional references and their current contact information.
Questions:
OFM's Staff ASL interpreter is available to all deaf and hard-of-hearing applicants. For questions about this recruitment or to request a reasonable accommodation in the application or interview process, please email us at TalentAcquisition@ofm.wa.gov.
The Office of Financial Management is an equal opportunity employer. We strive to create a working environment that includes and respects diversity in culture, race, ethnicity, sexual orientation, and gender identity. Women, racial and ethnic minorities, persons with disabilities, persons over 40 years of age, and disabled and Vietnam-era veterans are encouraged to apply.
This position is exempt from civil service rules.
For more information, please see WAC 357-19-195.
Description
Please note: The starting salary offer will be determined based on the successful candidates’ qualifications within the budgeted salary range of $155,000 - $175,000 annually. However, there is the potential for longevity, growth, and salary progression for the individual once employed.
Why work for OFM
The Office of Financial Management (OFM) serves as the backbone of Washington state government. Our mission is to make our state a better place by connecting people, budgets, policies, data, and systems for state agencies and the Legislature. Our team includes budget advisors, researchers, and other experts, all dedicated public servants working towards an equitable future for every Washingtonian.
If you want to play a key role in enhancing how state government serves its citizens, you’ve found the right place. Join us in making a meaningful difference for every Washingtonian!
The job opportunity
The Organizational Change and Transition Management Officer leads organizational change management (OCM) for the One Washington Program, supporting employees, leaders, agencies, and other partners through the organizational, process, and technology changes. This position develops and implements an integrated change management strategy that aligns workforce readiness, communications, training, business partner engagement, and adoption with program priorities and implementation milestones. The role establishes effective practices for assessing change impacts, organizational readiness, adoption, and change-related risks, while ensuring that the needs of employees and agencies' stakeholders are considered throughout the transformation.
The position provides strategic guidance to program leaders and managers on employee engagement, leadership readiness, organizational impacts, and workforce resilience. Working across program and agency teams, the position identifies barriers to successful change and develops practical, inclusive approaches that strengthen communication, trust, engagement, and organizational readiness. Success in this role requires strong relationship-building, collaboration, communication, and change leadership skills, along with the ability to navigate complex environments and help diverse business partners understand, adopt, and sustain new processes, systems, and ways of working.
One Washington (OneWA), led by the Office of Financial Management, is an enterprise-wide transformation project focused on replacing 1960s-era technology with a cloud-based Workday solution for finance, procurement, budget, HR, and payroll processes. The project’s core business hours are Monday through Friday, and all project positions are full-time. We offer some flexibility in schedules, subject to core business hours and prior supervisory approval. However, it is very common to work beyond the typical 40-hour workweek to meet the rigorous operational needs and business deliverables required for the go-live timelines.
What you’ll work on:
OCM Strategy, Governance, and Program Integration
- Leads the development, implementation, and continuous refinement of the One Washington Program’s organizational change management (OCM) strategy and roadmap, integrating internal workforce and external agency/participant change efforts with program objectives, implementation milestones, and the ERP transformation lifecycle.
- Establishes OCM priorities, methodologies, governance practices, and standards and integrates management considerations into program planning, decision-making, transition governance, and implementation activities.
Readiness, Adoption, and Change Impact
- Lead the program-wide approach to organizational readiness and adoption, establishing frameworks and methodologies for participant analysis, change impact assessments, readiness assessments, adoption mapping, business readiness criteria, and change risk identification.
- Oversee the development and use of readiness metrics, heat maps, checklists, and other tools to identify organizational impacts and barriers to adoption and to inform mitigation strategies and leadership decisions.
Workforce and Organizational Change Leadership
- Provide strategic leadership and consultation on internal organizational change and workforce readiness, advising program leaders and managers on employee engagement, leadership capability, communication, change fatigue, organizational impacts, and workforce resilience.
- Lead employee listening, organizational assessments, and analysis of engagement and workforce data to identify barriers and develop strategies that strengthen trust, inclusion, engagement, and organizational effectiveness throughout the program lifecycle.
Communications, Training, and Capability Integration
- Lead an integrated approach to participant engagement, communications, training, and organizational capability building, partnering with program leadership and other workstream leaders to ensure coordinated support for internal and external audiences.
- Ensure change management, communications, training, and capability-building activities collectively prepare employees and partners to understand, adopt, and sustain new processes, systems, and ways of working.
OCM Function Leadership and Resource Management
- Provide leadership, supervision, and resource oversight for the One Washington OCM and Training functions, including direct supervision of the OCM Lead.
- Establish priorities, performance expectations, resource strategies, and delivery standards; provides coaching and performance management; and builds the capability of OCM and Training staff to meet evolving program and participant needs.
Measurement, Benefits Realization, and Continuous Improvement
- Establish and oversee measures of OCM effectiveness, readiness, adoption, and workforce impact, using data, employee, agency, and partner feedback, lessons learned, and program outcomes to evaluate progress and identify opportunities for improvement.
- Partner with program leadership to incorporate OCM measures into transition and benefits realization activities and provide recommendations to the Executive Program Director regarding risks, interventions, and strategies to achieve sustainable program outcomes.
What we need you to bring:
Required Qualifications:
Experience with:
- Leading organizational change and transition management for a large-scale ERP implementation or similarly complex enterprise technology transformation, including development and execution of OCM strategies, roadmaps, readiness and adoption approaches, participant engagement, and transition activities.
- Managing organizational transition initiatives in complex, multi-stakeholder environments involving significant changes to business processes, technology, organizational structures, roles, or ways of working.
- Developing and implementing enterprise-level change strategies that align organizational priorities, participant needs, implementation requirements, and intended business outcomes.
- Conducting or overseeing change impact assessments, organizational readiness assessments, adoption planning, participant analysis, and change risk analysis to identify and address barriers to successful implementation.
- Advising and influencing executive leaders, managers, and cross-functional teams on organizational change, workforce impacts, readiness, adoption, and transition considerations.
- Integrating organizational change management with communications, training, organizational capability building, program governance, and implementation planning.
Knowledge of:
- Governance and decision-making structures used to manage complex, multi-phase transformation programs, including the relationship among organizational readiness, transition, adoption, and benefits realization.
- Participant engagement principles and strategies for working with diverse internal and external groups with varying levels of influence, impact, readiness, and organizational interests.
- Data-informed approaches to organizational readiness, adoption, workforce engagement, and change effectiveness, including the use of metrics, dashboards, heat maps, readiness assessments, and other decision-support tools.
Skills in:
- Assessing organizational and participant impacts, identifying readiness and adoption risks, and developing practical strategies to address barriers to successful transition.
- Translating complex business, process, technology, and organizational changes into clear, actionable information and strategies for varied audiences.
- Advising, influencing, and coaching executive leaders, managers, project teams, and participants through complex and competing change priorities.
- Building alignment among diverse groups and facilitating resolution of competing perspectives and organizational interests.
- Applying quantitative and qualitative data, participant feedback, readiness assessments, and organizational insights to inform decisions and refine change strategies.
- Leading teams through ambiguity, evolving priorities, and sustained transformation while maintaining accountability for results.
Ability to:
- Integrate multiple sources of information, including readiness data, change impact assessments, stakeholder analysis, adoption measures, workforce insights, and program information, to identify patterns, interdependencies, and emerging risks and inform OCM decisions.
- Develop and adapt enterprise-level OCM strategies, roadmaps, frameworks, and measures throughout a multi-phase transformation as implementation conditions, organizational impacts, and readiness needs evolve.
- Evaluate OCM alternatives and their potential consequences and recommend approaches that support successful transition, adoption, operational continuity, and realization of intended program benefits.
- Operate effectively within complex program governance structures, recognizing when OCM issues can be resolved within established authority and when risks or decisions require escalation to executive or other appropriate authority.
Desired Qualifications:
Certification in organizational change management, such as Prosci, ACMP Certified Change Management Professional (CCMP), or another recognized change management credential.
Experience with:
- Working with Workday or another major enterprise resource planning (ERP) platform.
- Supervising and developing professional staff, including establishing priorities, assigning work, coaching employees, managing performance, and building team capacity.
- Developing and implementing enterprise readiness dashboards, heat maps, business readiness checklists, adoption measures, or similar program-level decision-support tools.
- Working within Agile, Waterfall, hybrid, or scaled Agile program delivery environments.
- Collaborating with consultants, vendors, or external OCM service providers.
- Working within complex public-sector, governmental, or highly regulated environments with multiple stakeholders and competing priorities.
We are most interested in finding the best candidate for the job, and that candidate may be one from a less traditional background. Don’t let doubts stop you from applying for this position. If you have transferable experience, please tell us about it or contact us with questions about the required qualifications and how your experience relates to them.
Supplemental Information
What we offer
At OFM, we foster a culture of integrity, innovation, inclusion, and belonging. We value both learned and lived experiences, believing that diversity makes us stronger. To support your health and well-being, we offer a variety of benefit programs for our employees.
Please visit our Recruitment Page for a full list of benefits available to employees. Here’s a quick glance at some of the unique benefits that OFM offers:
- An environment of diversity, equity, inclusion, and belonging
- Medical, Dental, Vision, and Life Insurance
- 12 paid holidays, 14 paid vacation days (minimum), and 12 days of sick leave per year
- State retirement programs
Application Process:
Once you’ve decided to apply for a state government job, you’ll complete an online application to showcase your qualifications. Keep in mind that once you submit the application, a real person will read it. We do not use AI or any other technology to screen your application and reject it. Please ensure you provide clear, detailed information about your work history so your qualifications can be accurately assessed. We will contact the top candidates directly to schedule interviews. If you require a reasonable accommodation during the application process, please call 7-1-1 or 1-800-833-6384.
When completing your application, please attach all of the following required documents:
- Cover letter: describing your qualifications for this specific position
- Resume: that details your applicable experience and education.
- References: at least three professional references and their current contact information.
Questions:
OFM's Staff ASL interpreter is available to all deaf and hard-of-hearing applicants. For questions about this recruitment or to request a reasonable accommodation in the application or interview process, please email us at TalentAcquisition@ofm.wa.gov.
The Office of Financial Management is an equal opportunity employer. We strive to create a working environment that includes and respects diversity in culture, race, ethnicity, sexual orientation, and gender identity. Women, racial and ethnic minorities, persons with disabilities, persons over 40 years of age, and disabled and Vietnam-era veterans are encouraged to apply.
This position is exempt from civil service rules.
For more information, please see WAC 357-19-195.
See all H-1B Visa Organizational Change Management Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Organizational Change Management Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Organizational Change Management
Frame your degree against specialty occupation criteria
USCIS evaluates whether your role requires a specific degree, not just any bachelor's. Document how your organizational behavior, I-O psychology, or business degree directly underpins the OCM deliverables in your job description before your employer files.
Search LCA filings by occupation code
OCM roles are often filed under SOC code 13-1198 or 11-9199. Use the OFLC Wage Search to identify employers that have certified LCAs for those codes, then target your applications to companies with active H-1B filing history in change management.
Target consulting firms with large change practices
Management and IT consulting firms that embed OCM in large enterprise transformations file H-1B petitions at higher volumes than most corporate HR teams. Roles tied to ERP implementations, mergers, or regulatory change tend to have stronger specialty occupation documentation.
Use Migrate Mate to filter for verified H-1B sponsors
Search Migrate Mate by the Organizational Change Management job title to surface employers whose DOL Labor Condition Application history confirms active H-1B sponsorship, so you're not guessing which companies will actually file.
Negotiate the LCA prevailing wage tier early
Your employer sets your offered wage against one of four DOL wage levels before filing. OCM practitioners with project lead or program director responsibilities should confirm the role is benchmarked at Level III or IV, since a misclassified Level I wage can trigger an RFE.
Align your start date with the October 1 cap-subject window
If you're on OPT and your employer wins the H-1B lottery, your petition's effective date is October 1. Build that timeline into your project commitments and confirm your employer is prepared to file by the April registration deadline.
H-1B Visa Organizational Change Management: Frequently Asked Questions
Does an Organizational Change Management role qualify as an H-1B specialty occupation?
It can, but the qualification depends on how the job description is written, not just the title. USCIS requires that the position normally requires a bachelor's degree in a specific field such as organizational development, I-O psychology, or business management. Generalist descriptions that accept any degree field are the most common reason OCM petitions receive a Request for Evidence.
Which employers sponsor H-1B visas for change management professionals?
Large management consulting firms, Big Four accounting firms, financial services companies, and healthcare systems are among the most consistent H-1B sponsors for OCM roles. These employers run ongoing transformation programs that require dedicated change practitioners and have established processes for sponsoring international talent. Migrate Mate lets you browse OCM roles filtered by verified H-1B sponsorship history.
How does the prevailing wage requirement affect OCM job offers?
Before your employer files an LCA with the DOL, they must certify that your offered wage meets the prevailing wage for your occupation and work location. For senior OCM roles involving program leadership or organizational strategy, a Level I wage classification is often challenged by USCIS as inconsistent with the described duties. Confirm the wage level reflects your actual responsibilities before the LCA is submitted.
Can I use my O*NET occupation profile to support my H-1B petition?
Yes. O*NET profiles for business operations specialist and management analyst roles list educational requirements that can substantiate the specialty occupation argument. Your employer's attorney typically references O*NET alongside industry surveys and job postings to show that the position normally requires at least a bachelor's degree in a specific field, strengthening the petition against an RFE.
What happens to my H-1B status if my employer's change management project ends early?
Your H-1B status is tied to the employer, not the project. If your employer has continuing work for you in a comparable OCM role, your status remains valid. If the employment relationship ends, you have a 60-day grace period to find a new sponsoring employer, have them file an H-1B transfer, or take another action to maintain lawful status. Notify USCIS of an employer change only through the transfer process, not by simply starting work with a new company.