Lead Change Management Consultant

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Job Summary

Are you interested in the technology and security necessary to enable Duke Energy’s mission and energy transition? Do you have the organizational change management chops to strategize and provide hands-on support for enterprise-wide efforts?

We are seeking an experienced individual to lead organizational change management efforts for complex technology and security initiatives with a wide range of stakeholders in multiple business units.

You will manage all aspects of change – creating strategies and plans and executing the plans – to deliver business outcomes that are dependent on people successfully adopting the change. You will be part of a dynamic team, prioritizing multiple initiatives in a fluid technology and security change portfolio. You will collaborate with IT and security delivery teams, senior leaders, other change managers, and partner functions such as corporate communications, human resources, and compliance.* Defines and delivers robust change management strategies, approaches and plans for multiple engagements that can cross functional boundaries

Responsibilities:* Develops change management programs to solve complex business group or company issues. Finds innovative solutions.

Basic/Required Qualifications:* Bachelor’s degree

Desired Qualifications:* Certification in one or more change management methodologies (Prosci preferred)

Working Conditions:* Hybrid Mobility Classification – Work will be performed from both remote and onsite locations after the onboarding period. However, hybrid employees should live within a reasonable daily commute to a Duke Energy facility.

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Travel Requirements

5-15%

Relocation Assistance Provided (as applicable)

No

Represented/Union Position

No

Visa Sponsored Position

No

Posting Expiration Date

Thursday, April 17, 2025

All job postings expire at 12:01 AM on the posting expiration date.

Please note that in order to be considered for this position, you must possess all of the basic/required qualifications.

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