Want to know if this job is worth applying to?
Gurugram, Haryana, India
Onsite
The Enterprise Change & Transformation Consultant builds organizations' capacity to change continuously — not just to land a single initiative. Rather than executing one-off communication and training plans for a discrete rollout, this role helps clients stand up durable change capability: Centers of Excellence, self-service playbooks, and manager-led change practices that make the organization resilient to constant transformation, well beyond any one project's go-live date.
Consistent with AHEAD's Consultant capability tier, this role is the engine of an engagement: day-to-day contact for analyst- and manager-level client stakeholders, and owner of a discrete enterprise change and transformation deliverable or workstream. The Consultant structures sub-problems, develops hypotheses, and produces client-ready work with limited supervision, while beginning to informally coach Associates.
From Project-Based to Capability Building
This role moves beyond writing communication plans and hosting training sessions for a single software rollout or restructure. The focus shifts to establishing internal Centers of Excellence, coaching line managers to lead their own teams through constant shifts, and creating scalable self-service playbooks so the entire organization becomes resilient to ongoing transformation — not just the current project.
From Activity Metrics to Value Realization
Success is no longer measured by output metrics such as emails sent, town halls hosted, or training modules completed. The Consultant uses data and analytics to prove actual behavioral change, tracks real business outcomes, and measures value realization long after a project's go-live date.
Integration of Artificial Intelligence
Rather than relying entirely on manual stakeholder mapping, generic templates, and human-crafted messaging, the Consultant utilizes enterprise AI tools to draft communications, analyze employee feedback sentiment, map impact data rapidly, and scale day-to-day practitioner workflows.
Enterprise Change Capability & Transformation
• Support the design and stand-up of client Centers of Excellence (CoE) for change, including governance, playbooks, and role definitions that let the client sustain change practice after AHEAD's engagement ends.
• Coach line managers to lead their own teams through continuous, overlapping shifts, building manager-led change capability rather than centralizing it with the project team.
• Develop scalable, self-service change playbooks, toolkits, and templates that business units can apply independently to future transformations.
• Apply OCM theories and models, such as Prosci and ADKAR, to develop and conduct OCM assessments and plans, adapted for an enterprise, continuous-change context rather than a single rollout.
• Analyze change impacts across processes, systems, culture, and people; identify affected stakeholders and understand their needs, concerns, and influence across multiple concurrent initiatives.
• Support the development of digital transformation roadmaps and lead defined workstreams that translate business needs into actionable change, adoption, and implementation plans.
• Provide change management guidance to project teams and business partners, with an emphasis on building their independent change capability.
Value Realization & Outcome Measurement
• Design and track outcome-based metrics — behavioral adoption, productivity, and business KPIs — rather than activity metrics such as communications sent or sessions hosted.
• Use data and analytics to demonstrate actual behavioral change resulting from transformation initiatives, and to identify where adoption is stalling.
• Establish stakeholder feedback mechanisms, analyze feedback, and recommend adjustments to the change management strategy based on evidence, not activity completion.
• Support the identification and tracking of KPIs, surveys, and reports that measure business value realization well beyond a project's go-live date.
• Build basic financial and business-case components (cost/benefit, ROI/TCO inputs) that tie change outcomes to the commercial story.
AI-Enabled Change Practice
• Utilize enterprise AI tools to draft stakeholder communications, accelerating and improving the quality of first-draft messaging.
• Apply AI-based sentiment analysis to employee feedback to surface adoption risk and stakeholder concerns faster than manual review allows.
• Use AI-assisted tools to rapidly map change impact and stakeholder data across large or overlapping initiatives.
• Identify opportunities to scale day-to-day practitioner workflows (stakeholder mapping, reporting, content drafting) using enterprise AI tools, in place of fully manual methods.
Engagement & Practice Contribution
• Manage assigned deliverables and support enterprise change and digital transformation initiatives as part of larger project engagements, exercising judgment with appropriate oversight.
• Manage communication across multiple stakeholder groups, including senior leadership, and facilitate team meetings and presentations.
• Structure sub-problems within a workstream into a clear analytical workplan, identifying the right analyses, inputs, and sequence of work, and explain to a Manager why the approach answers the client's question.
• Develop preliminary hypotheses with guidance from a Senior Consultant or Manager, design analyses that test them, and update the hypothesis when the data disagrees.
• Develop a working understanding of project economics on assigned engagements — billing rates, team composition, utilization targets, and margin structure.
• Informally coach Associates on the engagement, improving how they structure work, review output, and explain their thinking.
• Support at least one practice-building initiative by producing reusable content (playbooks, frameworks, case studies) adopted by other teams.
• Own research and analysis for at least one thought-leadership workstream, contributing analytical content to a published point of view or white paper.
• Identify follow-on opportunities on current engagements and surface client needs to engagement leadership; contribute to 1–2 proposals or pursuits per year, owning sections of the response with guidance.
• Strong understanding of change management fundamentals and enterprise change capability-building, backed by at least 3 years of hands-on OCM or transformation experience.
• Ability to design and stand up scalable change capability (Centers of Excellence, self-service playbooks, manager-led practices) rather than only executing a project-specific plan.
• Ability to define and track outcome- and value-based metrics, distinct from activity metrics, and to connect change adoption to business results.
• Working proficiency with enterprise AI tools for communications drafting, sentiment analysis, and impact/stakeholder mapping, applied with sound judgment.
• Proficiency in the Prosci ADKAR methodology, with the ability to apply Prosci tools and frameworks to assess change readiness, build change plans, and drive adoption.
• Strong project management, critical thinking, problem-solving, data analysis, and information-structuring skills.
• Ability to support digital transformation roadmapping and lead defined initiative workstreams in partnership with client stakeholders and project teams.
• Working knowledge of project economics — billing rates, utilization, and margin — sufficient to support scope and staffing conversations with engagement leadership.
• Client relationship management, including building trust, managing expectations, and serving as a credible advisor to business and IT stakeholders at the analyst and manager level.
• Business acumen, with the ability to understand client industries, operating models, and strategic priorities to frame recommendations in business terms.
• Executive presence and polished presentation skills, with the ability to communicate complex ideas clearly to senior leadership and diverse audiences.
• Analytical and structured problem-solving skills, with the ability to break down ambiguous business problems into clear, actionable workstreams and defensible hypotheses.
• Effective time management and prioritization across multiple workstreams, deliverables, and competing deadlines in a fast-paced consulting environment.
• Collaborative teaming skills, working effectively within cross-functional project teams and adapting style to diverse team and client cultures.
• Informal coaching and feedback skills — makes junior team members better through the way work is structured, reviewed, and explained, without formal management authority.
• Proficiency with core consulting toolkits (e.g., PowerPoint, Excel, Word) and enterprise AI tools to produce polished deliverables, executive-ready presentations, and data-driven analyses.
• Adaptability and sound judgment when navigating ambiguity, shifting priorities, and evolving client needs across engagements.
• Minimum 3 years of recent, relevant Organizational Change Management (OCM) or enterprise transformation experience, including supporting, driving, and facilitating change as part of a project or transformation; 5-8 years of overall professional experience consistent with AHEAD's Consultant capability tier.
• Demonstrated success delivering client services in a collaborative, dynamic, and fast-paced environment.
• Previous experience supporting organizational change efforts of varying scale and complexity; experience building change capability (CoEs, playbooks, manager coaching) is a plus.
• Experience using data and analytics to measure adoption or business outcomes, beyond activity-based reporting, is a plus.
• Familiarity or hands-on experience with enterprise AI tools applied to communications, sentiment analysis, or stakeholder/impact mapping is a plus.
• Demonstrated ability to own a discrete deliverable or workstream with limited supervision, and to informally coach or support junior team members.
• Willing and able to travel to client sites as needed for project delivery, approximately 25%.
This role sits at the Consultant tier of AHEAD's Career GPS capability ladder. Growth into Senior Consultant is marked by leading multiple workstreams in parallel, shaping approach and workplans rather than executing tasks handed down, actively coaching juniors, owning client sub-relationships, and
proactively identifying and escalating delivery risks — increasingly applied to enterprise-scale change capability rather than single-project change management