Head of Change Management

Step into a career with ASM, where cutting edge technology meets collaborative culture. ​

For over 55 years ASM has been ahead of what’s next, at the forefront of innovation and what’s technologically possible. With more than 4,500 ASMers representing 70 nationalities, our people and our advanced semiconductor devices are playing a crucial role in trends such as 5G, cloud computing, AI, and autonomous driving.  But we’re more than just a tech company. We value diversity, inclusion and sustainability as we strive to make a positive impact on the world.  Our development programs help support your growth, shaping your future and pushing the boundaries of innovation to unleash potential.  

Job's mission

The Head of Change Management will establish and lead the enterprise change, adoption and capability agenda for ASM’s Global Digital Transformation (GDT) organization. This role will ensure that investments in data, end-to-end processes, AI, digital platforms and other technologies translate into sustained changes in how people work and into measurable business outcomes.

As the senior leader for change management and adoption within GDT, you will set the approach, standards and roadmap for enterprise change. You will partner with business functions, the People Team, Corporate Communications, Digital Transformation Business Partners, Business Process and Data Owners, senior management and others to build ownership, readiness and adoption from strategy through deployment and value realization.

Success will be measured not by communications delivered or training completed, but by the extent to which new ways of working are adopted, embedded and sustained, and by the business outcomes they enable. This role will also lead ASM’s AI Literacy agenda, building the confidence and practical capability needed to use AI responsibly and effectively at scale.

What you will be working on

Set the Change and Adoption Direction

• Define and lead ASM’s enterprise change management and adoption direction for the digital transformation.
• Establish a practical, scalable change framework, standards, tools and playbooks that can be reused across portfolios, domains and initiatives.
• Integrate change, communications, learning, leadership alignment and adoption into the transformation life cycle from value case through realization.
• Create a clear portfolio view of change impact, organizational readiness, dependencies and change saturation to guide sequencing and investment decisions.
• Set governance and accountabilities so that business leaders own adoption and GDT provides the expertise, methods and enablement required to succeed.

Drive Adoption and Measurable Business Outcomes

• Lead change for enterprise initiatives spanning data, processes, AI, automation, digital platforms and other technologies.
• Translate target business outcomes into specific behavior changes, stakeholder commitments, adoption measures and reinforcement plans.
• Define and track outcome-oriented measures such as adoption, proficiency, and process compliance, linking these to business outcomes and investment decisions.
• Use data, feedback from people and operational insights to identify barriers, adapt interventions and accelerate value realization.
• Ensure changes are sustained after go-live through communities, coaching, and others.

Build Business Ownership

• Advise (senior) leaders on transformation leadership, sponsorship, decision-making and visible role-modeling.
• Partner business functions, the People Team, Business Process Data Owners, GDT teams, and others to create integrated plans.
• Build strong change networks and communities across functions, regions and locations, and constructively challenge leaders and teams when ownership, readiness or value assumptions put outcomes at risk

Lead AI Literacy, Learning and Digital Culture

• Own the rollout of the Data & AI Literacy program, and other digital learning programs across ASM.
• Embed a learn-apply-lead approach that connects capability building to real use cases, responsible AI practices and day-to-day work.
• Build a data-driven, AI-enabled and change-ready culture through leadership engagement, role-based learning, communities of practice, storytelling and recognition.

Build GDT Capabilities for the Future

• Establish a structured approach to assess current and future capability needs across GDT, identify role- and team-level gaps, and translate the findings into clear development priorities and workforce plans.
• Design and lead a role-based GDT learning and development program that builds the capabilities needed to deliver the GDT strategy, including AI literacy, data fluency, agile ways of working, product and platform thinking, change leadership and business-value realization.

What we are looking for

Education

• A degree in organizational change management, business administration, organizational psychology, human resources, or a related field. Equivalent experience will also be considered.
• Relevant certifications or training in change management, organizational development, learning, are preferred, but not required.

Experience and skills

Must have (required)

• 7+ Years of experience in Enterprise Change Management, transformation, or organizational development.
• Proven success driving adoption and measurable business outcomes for large-scale transformations involving processes, data, AI, automation, or technologies.
• Demonstrated ability to create enterprise change strategies, governance, methods and reusable playbooks.
• Proven experience assessing organizational capability gaps and translating them into learning pathways, development plans and measurable capability outcomes.
• Strong experience in stakeholder engagement, coaching, change impact and readiness assessment, communications, learning, and resistance management.
• Experience defining and using adoption, proficiency, behavior, value and benefit measures to steer interventions and demonstrate impact.
• End-to-end enterprise mindset and good business acumen, with the ability to connect transformation choices to strategic and operational outcomes.
• Credibility to advise, influence and challenge senior leaders across functions, cultures and geographies.
• Ability to build trusted partnerships and mobilize teams without relying on formal authority.
• Excellent communication and storytelling skills, with the ability to make complex change clear, relevant and actionable for different audiences.
• Strong leadership, coaching and facilitation skills, with a track record of developing change capability in others.
• Outcome-driven, pragmatic and resilient, able to balance pace, empathy, discipline and long-term sustainment.

Desired (not required)

• Leading change in a semiconductor, high-tech, or manufacturing environment