Corporate Change Manager (Kansas City)

The Corporate Change Manager plays a critical role in building Burns & McDonnell’s organizational change management capability. Defined by how effectively we help leaders turn change into results, this role goes beyond traditional advisory functions to actively drive execution alongside the business.

You will lead the development and execution of change strategies that increase adoption, minimize resistance, and deliver measurable business results. By looking for what is not being said and surfacing concerns, confusion, and alignment risks early, you will ensure leaders and project teams can address barriers before they impact outcomes. In addition, this role is responsible for building change competencies across the organization so that leaders, managers, and employees are better equipped to navigate, lead, and sustain change. This position has a direct impact on creating a more change-adept culture at Burns & McDonnell, enabling employees to confidently lead and embrace change to deliver greater value to our clients and the company.

Lead Change Strategy

• Lead the development and implementation of structured change management strategies and execution plans to achieve business objectives and ROI.
• Assess organizational impacts and readiness for change and design interventions that foster adoption.
• Identify early indicators of adoption and alignment risk—such as confusion, resistance, or potential workarounds—and partner with sponsors and teams to proactively address them before they impact execution.

Drive Change Management Execution Efforts & Results

• Partner directly with project teams to ensure change management is integrated into overall project planning and execution, actively working alongside the business rather than operating outside the work.
• Drive strong alignment across leaders by bringing clarity to the problem being solved, what success looks like, and helping leaders sustain that shared understanding throughout execution.
• Identify, engage, and support change champions and key stakeholders (leaders and decision-makers required for alignment) to build commitment to the change across impacted business audiences.
• Monitor, measure, and report on implementation progress and outcomes, defining leading indicators that show whether people are engaging with and using the change as intended.
• Identify and address resistance to change, develop and implement approaches to overcome challenges, and maintain momentum.

Develop Organizational Capability

• Enable and strengthen sponsorship—the single greatest driver of initiative success—by clarifying roles, helping leaders focus on the moments that matter most, and reducing friction that makes sponsorship harder than it should be.
• Coach and support leaders, managers, project teams, and change leads to strengthen change management execution and build change capability across the organization.
• Collaborate with Change Management teammates to build the change capability of the organization, share best practices, and establish organizational standards.
• Develop and maintain visibility into business unit change portfolios to help leaders assess organizational capacity for change, priorities, and impacts.

• Develop and facilitate competency-building workshops for all levels of the organization.