Organizational Change Management Consultant

Who We Are 

Liberum exists to deliver in the environments where most firms struggle. Our clients are public sector agencies navigating enterprise-scale transformations in politically complex, high-stakes environments where the margin for error is thin, and the consequences of failure are public.  We believe clients deserve real ownership, not warm bodies and hope. They need consultants who do the real work of change. Not practitioners who run surveys, hold coaching sessions, and call it OCM. 

We’re a team first. Not a collection of individual contributors sharing a company name, but a genuine team that pushes each other’s thinking, pressure-tests each other’s thinking, and shows up for each other when engagements get hard. True collaboration isn’t a value we put on a wall. It’s how we deliver results that our clients can’t get anywhere else. 

We’re also building an AI-forward consulting practice. Our consultants don’t just use AI as a novelty. They integrate it into how they think, analyze, create, and deliver. If you’re still doing everything the way you did it in 2022, you’re already behind the curve at Liberum. 

If you’re looking for a comfortable seat and a steady paycheck, this isn’t the role for you. If you’re looking for a team that does hard things extraordinarily well, with the most advanced tools available. Keep reading. 

The Role 

Let’s be direct about what this role is and isn’t. 

This is not a traditional OCM role. If your version of change management is running readiness surveys, facilitating coaching sessions, and building ADKAR dashboards. That’s not what we do. Those activities have their place, but they are a light overlay on top of the actual work. At Liberum, OCM is operationally embedded. It lives inside the business processes, the policy changes, the union impacts, and the day-to-day reality of how people’s jobs are actually going to change. 

The OCM Consultant works shoulder-to-shoulder with business analysts to understand future-state business processes at a granular level, not from a summary slide, but from the process flows themselves. You identify exactly what changes for which roles, what policies and procedures need to be rewritten, where union agreements are implicated, and what it will actually take for impacted staff to execute in the future state. Then you build the strategy and do the work to get them there. 

If there are no BAs on the project, you step in and do the business process reengineering work yourself. You map current state, design future state, identify gaps, and build the bridge. OCM and BPR are not separate disciplines in our practice. They’re intertwined, and the right candidate operates fluidly across both. 

Our approach is grounded in the ACMP Standard for Change Management and the CCMP methodology, which drives the substantive work of impact analysis, stakeholder preparation, and sustained adoption. Prosci and ADKAR are useful tools that we apply as a complement, not as the primary framework. If your entire OCM practice is built around Prosci templates, this role will challenge you.