Organizational Change Management and Communication Leader
Posted Jul 15, 2026 · We last checked this listing on Oct 6, 2026
Likely interview questions for this role
Written from this job description, not a generic list. Each one notes what the interviewer is really checking.
About your past
Walk me through a large-scale IT transformation you led the change management for, from the first impact assessment through to adoption. What was your role exactly?
What they are checking: whether the candidate has actually run end-to-end change management on a program of this scale versus just supporting pieces of one
Tell me about a time you hit real resistance to a change, maybe from a business leader who didn't want to change how their team worked. How did you handle it?
What they are checking: skill in managing resistance and influencing without direct authority, not just theoretical knowledge
Tell me about a time you built or led a change champion network. What made it work or not work?
What they are checking: experience actually standing up a champion network versus just knowing the concept exists
Give me an example of when you had to deliver a message you didn't fully agree with, maybe about layoffs, restructuring, or a technology people didn't want. How did you handle it?
What they are checking: integrity and emotional intelligence when communicating unpopular decisions
Tell me about the toughest stakeholder relationship you've had to manage during a transformation, someone senior who wasn't bought in. How did that play out over time?
What they are checking: stakeholder management skill and staying power through a long relationship, not just a single conversation
What would you do
Say leadership wants to go live with a new system in six weeks but your readiness assessment says the org isn't there. What do you do?
What they are checking: willingness to push back on leadership with data and manage the tension between timeline pressure and adoption risk
You're two months into a transformation and your engagement surveys show interest dropping off. Walk me through what you'd do next.
What they are checking: ability to read data, diagnose the cause, and adjust the plan rather than just repeating the same tactics
How do you work with a project team and HR at the same time when their priorities on a change might conflict, like speed versus people readiness?
What they are checking: comfort operating in a matrixed environment and mediating between functions
If you inherited a transformation program mid-stream with no existing change plan and leadership wanted results fast, what would you do in the first thirty days?
What they are checking: ability to triage and build structure quickly in an ambiguous, high-pressure situation
About the work
Which change methodology do you default to, Prosci, ADKAR, Kotter, or something else, and how would you actually apply it to a phased IT rollout across multiple sites?
What they are checking: depth of real methodology knowledge versus name-dropping frameworks
How do you build a communication plan for a change that has to reach people from frontline manufacturing staff to senior executives? What actually changes in the message and channel?
What they are checking: ability to tailor messaging for diverse audiences rather than sending one generic memo to everyone
Describe how you've measured whether a change actually stuck, not just whether people attended training.
What they are checking: whether they track adoption and outcomes with real metrics versus relying on activity counts
What does a change impact assessment actually look like for you? Walk me through the document or process you'd use on a new ERP or IT platform rollout.
What they are checking: whether they have a concrete, repeatable process versus vague generalities
Practice this interview out loud.
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Practice this out loudThe full job description
As published by Mercury Marine.