Want to know if this job is worth applying to?
Milwaukee, Wisconsin, United States
Hybrid
____________________
Position: Technology Adoption Manager - Digital Transformation
Reports To: Director, IT
Location: Milwaukee, WI HQ
Remote Type: Hybrid
Position Summary
The Technology Adoption Manager drives successful adoption of new and existing technologies not only within the organization but also with external stakeholders. This role blends change management, communication, training, product enablement and analytics to ensure external customers, RRX employees understand, use, and realize value from digital tools. The ideal candidate partners with Business stakeholders and Enterprise Digital Solutions and IT teams to deliver measurable outcomes — higher adoption, reduced friction, better productivity, and overall improved customer and employee experience.
Scope of leadership role
Gain strategic buy-in from internal and external stakeholders by being excellent collaborator and partner.
Be a product champion and independent contributor who can work cross-functionally to achieve shared success with minimal oversight.
Be comfortable operating in ambiguity and thrive in converting rapidly changing environments into opportunity
Ability to work in a fast-paced, high-energy environment and bring sense of urgency, build structure & be highly organized by paying attention to the details.
Strategize, execute and get hands-on to lead best in class change management practices to help penetrate product adoption across internal and external stakeholders.
Works directly with senior leadership to ensure messaging, communication and adoption plans are well strategized.
Escalates potential issues in timely fashion and seeks paths for resolution
Excellent communication skills and ability to manage expectations
Key Responsibilities
Change Strategy & Planning
Collaborating with Change Management team within Enterprise PMO, define change, communications, and training plans tied to business outcomes.
Develop and execute adoption strategies and roadmaps for enterprise technology rollouts (e.g., DTA Customer onboarding, Workflow automations, SFDC CRM Migrations, AI agents deployments etc.).
Conduct stakeholder analysis, impact assessments, persona mapping, and readiness assessments.
Drive and align with Product owners, Application analysts, DevOps/Release specialists to adhere to established SLA’s and KPI’s.
Partner with key stakeholders across External & Internal stake holders (Business, Digital/IT functions) to prioritize, escalate and set appropriate expectations.
Gain insights into improvement opportunities to drive efficient ways to operationalize day-to-day ticket management
Enablement & Training
Working with change management team, design role-based enablement (101 to advanced), learning paths, quick guides, videos, and job aids.
Deliver live/virtual enablement sessions; Enable Learning & Development knowledge base and partner with Learning Management Systems/teams to deliver SOP’s across the organization.
Build and manage a Champions/Power Users network to amplify local adoption.
Coordinate cross‑functional responses, communication to drive adoption.
Release & Change Management
Create clear, timely, multi-channel communications (email, intranet, town halls, Teams, Yammer/Viva Engage).
Establish feedback loops (surveys, focus groups, office hours) and iterate on the plan.
Product Adoption & Experience
Partner with product owners to translate features into business value and use cases.
Map and improve end-to-end user journeys; reduce friction and change fatigue.
Coordinate pilots, phased rollouts, and hyper care to ensure smooth transitions.
Measurement & Continuous Improvement
Define adoption KPIs and leverage goal‑setting frameworks such as Objectives and Key Results (OKRs) to drive clarity, alignment, and measurable outcomes. Build dashboards and scorecards.
Analyze telemetry, usage data, and sentiment to identify gaps and opportunities.
Report progress to executive sponsors; recommend course corrections.
Governance & Risk
Align with IT governance, InfoSec, Privacy, and Compliance requirements.
Ensure accessibility, inclusive design, and localization needs are met.
Maintain documentation, standards, and reusable adoption frameworks.
Additional Responsibilities
Technology Adoption Leader need to combine change management expertise with strong product/program management capabilities with a high degree of executional ownership, to drive successful change and adoption capabilities.
Seeks avenues for personal growth and acquire pertinent skills
Keeps a close tab on research, competition and best in class adoption methodology
PROFESSIONAL EXPERIENCE/QUALIFICATIONS
5–8 years in change management, product enablement, digital transformation, or technology program management.
Proven experience delivering adoption for enterprise platforms (Salesforce, ERP’s etc.)
Strong communication, facilitation, and stakeholder management skills.
Data-driven mindset; proficiency in creating metrics dashboards and insights.
Experience designing and delivering training in multiple modalities.
Worked in various stages of a product development lifecycles - Implementation, Enhancements and Support.
NOT OFFERING SPONSORSHIP
Candidates must be eligible to work in the United States without requiring company sponsorship to obtain or keep U.S. work authorization.
#LI-AB1 #LI-Hybrid
Regal Rexnord is a publicly held global industrial manufacturer with 30,000 associates around the world who help create a better tomorrow by providing sustainable solutions that power, transmit and control motion. The Company’s electric motors and air moving subsystems provide the power to create motion. A portfolio of highly engineered power transmission components and subsystems efficiently transmits motion to power industrial applications. The Company’s automation offering, comprised of controls, actuators, drives, and precision motors, controls motion in applications ranging from factory automation to precision control in surgical tools.
The Company’s end markets benefit from meaningful secular demand tailwinds, and include factory automation, food & beverage, aerospace, medical, data center, warehouse, alternative energy, residential and commercial buildings, general industrial, construction, metals and mining, and agriculture.
Regal Rexnord is comprised of three operating segments: Industrial Powertrain Solutions, Power Efficiency Solutions, and Automation & Motion Control. Regal Rexnord has offices and manufacturing, sales and service facilities worldwide. For more information, including a copy of our Sustainability Report, visit RegalRexnord.com.
Regal Rexnord is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex/gender, sexual orientation, gender identity, pregnancy, age, ancestry, national origin, genetic information, marital status, citizenship status (unless required by the applicable law or government contract), disability or protected veteran status or any other status or characteristic protected by law. Regal Rexnord is committed to a diverse and inclusive workforce. We are committed to building a team that represents diverse and inclusive backgrounds, perspectives, and skills. If you’d like to view a copy of the company’s affirmative action plan for protected veterans/individuals with disabilities or policy statement, please email Recruiting@RegalRexnord.com. If you have a disability and you believe you need a reasonable accommodation in order to search for a job opening or to submit an online application, please e-mail Recruiting@RegalRexnord.com.
Equal Employment Opportunity Posters
Notification to Agencies: Please note that Regal Rexnord Corporation and its affiliates and subsidiaries ("Regal Rexnord") do not accept unsolicited resumes or calls from third-party recruiters or employment agencies. In the absence of a signed Master Service Agreement or similar contract and approval from HR to submit resumes for a specific requisition, Regal Rexnord will not consider or approve payment to any third-parties for hires made.