Change Management Lead

Dashiell, an operating unit of Quanta Services (trading as PWR), is a leading national provider of technical and construction services supporting critical electric infrastructure. We serve electric utilities, power generation, industrial, renewable, and energy markets with integrated capabilities spanning planning and system studies, engineering and design, maintenance and testing, program management, construction, and turnkey EPC delivery.

With more than 60 years of experience executing large, complex projects, Dashiell specializes in medium- and high-voltage electrical infrastructure and delivers safe, reliable solutions across the full project lifecycle. Backed by the scale, resources, and safety culture of Quanta Services, Dashiell partners with clients to build and maintain the infrastructure that powers communities and economies. Learn more at www.dashiell.com.

Primary Function:
The Change Management Lead owns the people side of Dashiell’s enterprise transformation — the strategy and execution that drive adoption of new platforms such as IFS or Oracle Fusion (alongside InEight and the connected application landscape) across the business. Business and functional requirements are owned by the transformation team; this role ensures the organization is ready, willing, and able to adopt the new processes and systems through stakeholder engagement, communications, training, and business readiness. The position is based in our Houston, Texas office located at 12301 Kurland Drive, Suite 400 and reports to Dashiell’s SVP, Transformation.
 

Duties & Responsibilities
Employee may be called upon to perform any or all of the following functions:

• Define and maintain the organizational change management (OCM) strategy and plan for the transformation, aligned to the program roadmap and go-live sequencing.
• Conduct stakeholder analysis and change-impact assessments by value stream (Preconstruction, Engineering, DACON, DFS, Project Controls, Finance, HR, Supply Chain, HSE), and maintain a change-impact register.
• Develop and execute the communications plan — key messages, channels, cadence, and leadership talking points — to build awareness and buy-in.
• Build and lead a change-network / champions model across business units to extend reach and surface resistance early.
• Own the training strategy and curriculum: role-based design, development of materials, coordination of delivery, and post-go-live reinforcement, in partnership with process owners and the enablement/testing team.
• Define and track business-readiness and adoption metrics; run readiness assessments ahead of each go-live and report status to program leadership.
• Identify, plan for, and manage resistance and adoption risks; escalate people-side risks into the PMO’s RAID process.
• Coordinate with the PMO on schedule, milestones, and dependencies so change activities are sequenced with functional and technical delivery.
• Support cutover and early post-go-live stabilization from a people-and-adoption standpoint, including hypercare communications and feedback loops.
• Maintain change, communications, and training documentation and knowledge-transfer materials.
• Perform special projects and complete other duties as assigned or requested.

How You Will Make an Impact

Drive Adoption Across the Business

• Define the OCM strategy and plan tied to the transformation roadmap and each go-live.
• Measure readiness and adoption, and reinforce change after go-live so benefits stick.
• Turn defined business changes into a practical, sequenced set of people-side activities.

Engage Stakeholders & Communicate

• Run stakeholder analysis and change-impact assessments across value streams.
• Own the communications plan, cadence, and leadership alignment.
• Build and operate a change-network / champions model across a distributed organization.

Enable People Through Training

• Design and coordinate role-based training in partnership with process owners.
• Align training with UAT and cutover so users are ready at go-live.
• Provide hypercare support and capture feedback for continuous improvement.

Minimum Qualifications / Experience

Education

• Bachelor's degree in Organizational Development, Communications, Business, Human Resources, or a related discipline. Master's degree or a change-management certification (e.g., Prosci) is a plus but not required.

Industry Experience

• 8+ years leading organizational change management on large enterprise/ERP transformations (ERP/CRM/HR/field), including at least one full lifecycle through go-live.
• Experience within engineering, construction, utilities, infrastructure, or large capital-project environments is strongly preferred, including project-based operating models.

Change Management Skills

• Formal OCM methodology expertise (Prosci / ADKAR or equivalent); certification preferred.
• Proven experience building communications strategies and role-based training programs for enterprise systems.
• Stakeholder analysis, change-impact assessment, and adoption-measurement experience.
• Ability to design and operate a change-network / champions model across a distributed organization.
• Familiarity with the process areas an ERP touches (project controls, project accounting, procurement, HR, finance, field execution) so change impacts are understood in context.
• Experience coordinating training and readiness with testing/UAT and cutover activities.

Leadership & Collaboration

• Proven ability to collaborate with cross-functional teams and influence stakeholders across operations, finance, HR, supply chain, IT, and HSE, and to hold implementation partners to program standards.
• Strong communication and facilitation skills — able to explain complex topics to non-technical stakeholders and document decisions clearly.
• Experience in large transformation programs, managing competing priorities while maintaining focus on quality, security, and stability.
• A problem-solving, delivery-focused mindset: structured, detail-oriented, and comfortable working through ambiguity.
• High level of ownership, integrity, and professionalism when representing the transformation to internal and external stakeholders.

Physical Requirements:

Physical Requirements

• Ability to sit for extended periods during computer-based work.
• Ability to stand and walk intermittently throughout the workday.
• Occasional lifting of up to 20 pounds.
• Occasional travel to other offices or meeting locations.

Environmental Conditions

• Primarily climate-controlled office environment.

Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions as defined per Company policy.

Equal Employment Opportunity