Lead OCM Consultant / Learning Strategist

Job title: Lead OCM Consultant / Learning Strategist

Duration: 12 week assignment

Location: Remote, Must be EST

Reason for opening and urgency: Client needs a senior delivery lead who can translate high-level HR change-enablement requirements into a complete, practical learning solution. The role supports a proposed 12-week engagement and Q1 2027 pilot pathway.

Job Description

The Lead OCM Consultant / Learning Strategist will partner with stakeholders to design, build, test, and prepare a role-based HR change-enablement learning experience for pilot. This is not a facilitation-only or curriculum-production role. The consultant must bring senior-level learning strategy, instructional design, organizational change management, and consulting capability, and be comfortable owning the work across discovery, architecture, content development, readiness, measurement, and handoff. The consultant will work collaboratively with the client while independently converting high-level ideas and requirements into an actionable learning solution.

Day-to-Day Responsibilities

• Lead discovery and alignment sessions to clarify the business case, audiences, desired outcomes, constraints, existing assets, and open decisions.
• Conduct or refine the training-needs analysis and stakeholder impact assessment for HR leadership and HR generalist/site HR audiences.
• Translate business outcomes into measurable learning objectives, a role-to-capability map, and a two-path learning architecture anchored to the client OCM Toolkit phases.
• Develop the integrated change and learning strategy, roadmap, modality mix, reinforcement approach, and deployment plan.
• Create detailed module designs using adult-learning principles and the 4Cs framework, with clear objective-to-activity-to-evidence traceability.
• Build facilitator-ready materials, including facilitator decks and guides, participant pre-work and materials, scenarios, exercises, Toolkit labs, job aids, quick-reference guides, knowledge checks, and train-the-trainer guidance.
• Incorporate practical use of the client desktop and AI-enabled OCM Toolkits into demonstrations, scenarios, guided practice, and reinforcement activities, subject to approved tools and safeguards.
• Develop communications and engagement materials, including pilot communications, leader talking points, pre-work instructions, and FAQs.
• Define success measures, feedback instruments, confidence checks, application/adoption indicators, and a reporting cadence.
• Plan and support pre-pilot testing, synthesize feedback, prioritize revisions, and provide a pilot readiness assessment and go/no-go recommendation.
• Prepare the final handoff package, editable source files where permitted, sustainability guidance, and recommendations for scaling to additional HR and business audiences.
• Maintain clear decisions, risks, issues, dependencies, and scope boundaries; communicate proactively with the client lead and engagement management.

Project Background and Details

The engagement is designed to equip HR leaders and HR generalists/site HR to apply clients OCM approach and existing Toolkits in practical change scenarios. The proposed delivery flow moves through alignment, design, MVP development, pre-pilot testing, improvement, and handoff. The current plan includes seven deliverable areas: Impact & Stakeholders; Strategy & Roadmap; Communications & Engagement; Training Enablement; Adoption & Feedback; Readiness Recommendations; and Hypercare & Handoff.

Required Skills & Technologies (Must-Haves)

• Demonstrated ownership of end-to-end learning engagements, from discovery and strategy through detailed design, development, testing, deployment readiness, and handoff.
• Strong instructional-design and learning-strategy expertise, including adult-learning principles, needs analysis, learning objectives, curriculum architecture, modality selection, practice design, and reinforcement.
• Strong organizational change management experience and the ability to connect learning solutions to stakeholder impacts, adoption, behavior change, and business outcomes.
• Consulting experience with the ability to work from high-level requirements, challenge and improve ideas, facilitate working sessions, make recommendations, and independently drive deliverables.
• Experience designing instructor-led, virtual, digital, and blended learning experiences for professional or leadership audiences.
• Hands-on content development capability across facilitator guides, presentations, participant materials, scenarios, exercises, job aids, assessments, and train-the-trainer assets.
• Experience defining learning measurement, feedback, readiness, adoption, and continuous-improvement approaches.
• Executive-ready communication, facilitation, stakeholder management, and structured problem-solving skills.
• Ability to deliver high-quality work within a fast-moving, time-bound consulting engagement.

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