OCM Program Manager

CenterPoint Energy and its predecessor companies have been in business for more than 150 years.

Our Vision: Our vision is to become the most admired utility in the United States through the execution of our long-term growth strategy. We have an unwavering commitment to safely and reliably deliver electricity and natural gas to millions of people.

Our Commitment: CenterPoint Energy is committed to creating an inclusive work environment where business results are achieved through the skills, abilities and talents of our diverse workforce.

At CenterPoint Energy, individuals are respected for their contributions toward our company objectives. We strive for an inclusive work environment across all levels that is reflective of the available workforce in the communities we serve.

Job Summary:

The OCM program manager is responsible for leading and managing change initiatives across the electric business. This role involves contributing to the development and implementation of strategies and plans to maximize employee adoption, minimize resistance, and ready the business for change. This role will work closely with OCM Consultants, project teams, stakeholders, and leadership to communicate why and how changes will impact operations to ensure successful change implementation and achieve desired business outcomes.

Essential Functions:

Develop and implement change management plans and strategies to maximize employee adoption, minimize resistance, and ensure a successful transition during organizational change.

Develop clear, consistent, and transparent messaging channels to share and gain a common understanding of the change, the benefits, and the impact on employees and the organization.

Facilitate change management meetings and workshops to help prepare employees for upcoming changes

Design and deliver training programs and communication plans to support change initiatives.

Monitor and evaluate the effectiveness of change management activities by leveraging measurement systems to track adoption, utilization and proficiency of individual changes.

Provide coaching and support to managers and employees during the transition.

Identify and manage potential risks and resistance to change.

Collaborate with project teams to integrate change management activities into project plans.

Additional Essential Functions:

Branding the Change: Develop a unique brand for the change initiative, including a name, logo, and tagline that resonate with the organization's culture and values.

Storytelling: Use storytelling to create a compelling narrative around the change, highlighting success stories, testimonials, and case studies.

Visual Aids: Utilize visual aids such as infographics, videos, and presentations to make complex information more accessible and engaging.

Incentives and Recognition: Implement incentive programs to reward employees who actively support and contribute to the change initiative. Recognize and celebrate milestones and achievements.

Training and Support: Provide training sessions, workshops, and resources to help employees understand and adapt to the change. Offer ongoing support through help desks, coaching, and mentoring.

Engagement Campaigns: Launch engagement campaigns that involve employees in the change process, such as contests, challenges, and interactive events.

Change Management Expertise: Understanding of change management principles, methodologies, and tools (e.g., Prosci ADKAR model, Kotter's 8-Step Process).

Communication Skills: Ability to clearly articulate messages to a variety of audiences and ensure effective communication throughout the change process.

Leadership and Influence: Capability to lead, inspire, and influence others, including senior leaders and stakeholders, to support change initiatives.

Analytical Skills: Proficiency in conducting impact analyses, assessing change readiness, and identifying potential risks and mitigation strategies.

Project Management: Experience in integrating change management activities into project plans and managing multiple projects simultaneously.

Interpersonal Skills: Strong relationship-building skills to work effectively with diverse teams and stakeholders.

Problem-Solving Abilities: Aptitude for identifying issues, developing solutions, and making decisions to overcome obstacles.

Training and Development: Ability to design and deliver training programs that support change initiatives and enhance employee adoption.

Adaptability: Flexibility to adjust strategies and approaches based on feedback and changing circumstances.

Emotional Intelligence: Sensitivity to the emotional impact of change on employees and the ability to provide support and coaching.

These skills help ensure that an Organizational Change Manager can effectively lead and manage change initiatives, fostering a smooth transition and achieving desired business outcomes.

Education Description:

Bachelor's degree in Business Administration, Organizational Development, or a related field.

Experience:

3-5 years experience in Organizational Change Management or related field.

We want you to know

Being a part of the CenterPoint Energy team is more than a career alone. It's an opportunity to make a positive impact. You will be an integral part of enabling everyday life and the pursuit of possibilities for the customers we serve and the communities we share. The vital services we provide are at the core of making our world work, and by sharing your energy with us, we'll create a better tomorrow together.

What we bring to you

• Competitive pay
• Paid training
• Benefits eligibility begins on your first day
• Transit subsidies
• Flexible work schedule, paid holidays and paid time off
• Access to discounts at fitness clubs and an on-site wellness center at our headquarters in Houston
• Professional growth and development programs including tuition reimbursement
• 401(k) Savings Plan featuring a company match dollar-for-dollar up to 6% and a company contribution of 3% regardless of your contribution

Job Type:Full Time

Posting Start Date: 03/06/2025

Posting End Date: 03/14/2025

This contractor and subcontractor shall abide by the requirements of 41 CFR * 60-1.4(a), 60-300.5(a), and 60-741.5(a). These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities and prohibit discrimination against all individuals based on their race, color, religion, sex, sexual orientation, gender identity, or national origin. Moreover, these regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status or disability.

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