Change Lead, Operational Transformation

Salary range is:
$94,890.40 - $145,000.00
This position is bonus and/or commission eligible.
CCC Intelligent Solutions Inc. (CCC) is a leading cloud platform for the multi-trillion-dollar insurance economy, creating intelligent experiences for insurers, repairers, automakers, part suppliers, and more. At CCC, we’re making life just work by empowering more than 35,000 businesses with industry-leading technology to get drivers back on the road and to health quickly and seamlessly. We’re pushing boundaries with innovative AI solutions that simplify and enhance the claims and repair journey. Through purposeful innovation and the strength of its connections, CCC technologies empower the people and industry relied upon to keep lives moving forward when it matters most. Learn more about CCC at www.cccis.com.
The RoleThe Change Lead, Operational Transformation is a hands-on change practitioner responsible for driving readiness, adoption, and sustained behavior change across business, operational, digital, AI, and technology transformation initiatives. This role partners with business leaders, project teams, technology partners, and operational stakeholders to translate transformation objectives into practical change plans that help employees understand, adopt, and sustain new processes, technologies, operating models, and ways of working.
As an individual contributor within Operational Transformation, the Change Lead manages change activities for assigned initiatives, provides change expertise to program and operational leaders, and coordinates across Communications, Learning & Development, Human Resources, Product, and Technology. The role influences without direct authority and uses structured change practices, stakeholder insights, and adoption measures to support successful implementation and business outcomes.
Key Responsibilities:
Change Strategy & Execution
Develop and execute change management plans for assigned operational, technology, AI, automation, and business transformation initiatives.
Assess change impacts, stakeholder needs, readiness risks, and adoption barriers, and recommend practical mitigation actions.
Serve as the change lead for cross-functional initiatives, coordinating change activities with program plans, milestones, and business priorities.
Translate business and technology changes into clear stakeholder, communication, learning, and reinforcement actions.
Maintain change plans, deliverables, risks, dependencies, and status updates through implementation and stabilization.
Strategic Business Partnership
Partner with operational leaders, product owners, project managers, and subject matter experts to translate business objectives into actionable change and adoption plans.
Provide data-informed insights on organizational readiness, workforce impacts, stakeholder needs, and change risks.
Support sponsor and leader alignment by preparing decision materials, talking points, and engagement plans.
Build productive relationships across Operations, Product, Technology, Human Resources, Learning & Development, and other stakeholder groups.
Organizational Readiness & Adoption
Conduct readiness and impact assessments to evaluate stakeholder preparedness for change.
Define adoption measures, readiness indicators, and success criteria for assigned initiatives.
Identify resistance points and organizational barriers, then partner with leaders and project teams on mitigation actions.
Coordinate go-live readiness reviews, transition activities, and post-launch reinforcement to support operational continuity.
Track adoption outcomes and recommend adjustments based on feedback, performance data, and observed gaps.
Change Capability & Leadership Enablement
Apply and improve consistent change management methodologies, tools, templates, and standards.
Enable leaders and managers through coaching, readiness materials, and practical change tools.
Coordinate and support change champion networks that extend engagement across impacted teams.
Guide project teams and business stakeholders in applying effective change practices.
Promote change resilience, continuous improvement, and employee engagement through each initiative.
Communications & Learning Strategy
Develop integrated communication and engagement plans aligned with initiative milestones, leader messaging, and employee needs.
Create clear, audience-specific communications, leader materials, FAQs, presentations, and feedback mechanisms.
Partner with subject matter experts and learning teams to translate future-state processes into role-based learning, practice, and performance support.
Coordinate delivery of communications and learning activities and adjust approaches based on stakeholder feedback and adoption data.
Value Realization & Transformation Outcomes
Define and monitor adoption, utilization, proficiency, and stakeholder experience measures.
Connect change activities to expected operational and business benefits.
Evaluate post-implementation performance and recommend corrective actions when readiness or adoption gaps emerge.
Provide concise reporting on change progress, risks, adoption trends, and lessons learned.
Use feedback and performance insights to continuously improve change approaches and reusable tools.
Role Expectations
Change Leadership
Provides credible change expertise and practical guidance to initiative and operational leaders.
Connects change activities to business objectives, employee impacts, and implementation milestones.
Balances multiple priorities while maintaining clear plans, ownership, and follow-through.
Influences decisions and drives alignment across functions without direct authority.
Cross-Functional Influence
Leads change workstreams with cross-functional impact.
Builds alignment among stakeholders with differing priorities and perspectives.
Navigates ambiguity, raises risks early, and drives timely decisions and actions.
Creates reusable practices and resources that strengthen change execution across initiatives.
Collaboration & Capability Building
Coaches leaders, managers, change champions, and project teams on initiative-specific change needs.
Shares tools, lessons learned, and effective practices that build internal change capabil