Shared Services Analyst

What can you expect as a FedEx team member?

• Career Mobility and Development: When you join FedEx, you’re joining a team with possibilities that literally span the world—from opportunities for advancement and location transfer, to training and leadership programs.
• Total Compensation and Benefits Package: We want to keep our employees for a long time, so we offer competitive benefits, opportunities for flexible work arrangements, and programs to support well-being.

Equal Opportunities

Our greatest asset at FedEx is our people. We are committed to building a diverse, equitable and inclusive workforce, and offer equal opportunities, fairness and respect to all regardless of who you are.  We encourage you to apply even if you feel your experience does not align with all the aspects in the job description as you could be exactly who we need for this or another opportunity.

We do not tolerate discrimination or harassment based on race, color, ethnicity, national origin, religion, sex, age, genetic information, citizenship, disability, marital status, pregnancy, sexual orientation, gender identity, gender expression, veteran status or any other characteristic protected under national, state or local laws. We will reasonably accommodate team members and third parties with physical and mental disabilities.

" Please note that the Job will close at 12am on Posting Close date, so please submit your application prior to the Close Date"

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Change Management Lead

Responsible for playing a pivotal role in change management that will drive the success of the company going forward.

Essential Duties:

• Shape and execute enterprise-level change strategies that align business and people outcomes. Ensure delivery across large-scale transformation initiatives.
• Partner with senior executives and program leaders to define change vision, goals, and success metrics across high-priority initiatives.
• Develop and deliver comprehensive change roadmaps, integrating engagement, communications, capability-building, and adoption strategies.
• Conduct change assessments to evaluate scope, stakeholder impacts, and areas of risk or resistance.
• Monitor and measure change progress against defined success metrics, leveraging data and feedback to adjust plans and sustain outcomes.
• Maintain portfolio-level view of transformation initiatives to prioritize efforts, manage interdependencies, and optimize impact.
• Connect and integrate change strategies across transformation programs to identify synergies, manage dependencies, and promote a consistent enterprise employee experience.
• Build strong partnerships across enterprise functions, such as Technology, Finance, Legal, HR, L&D, People Analytics to ensure aligned execution.
• Lead and mentor change practitioners supporting transformation programs, ensuring consistency of approach and delivery excellence.
• Advise leaders and stakeholders on change implications, enabling informed decision-making and risk management.
• Serve as a visible change leader, modeling adoption, reinforcing behaviors, and helping shape a culture of transformation readiness.
• Performs other duties as assigned.

Additional Job Description

Minimum Education:

Bachelor's degree/equivalent in business, human resource management, industrial psychology or other related fields.

Minimum Experience:

2 (min) years of experience leading enterprise-level change initiatives, with demonstrated success in transformational change strategy, portfolio execution, and program activation.

Knowledge, Skills, and Abilities:

• Extensive expertise in transformational change strategy and activation at an enterprise level, with knowledge of best practices, benchmarks, and emerging trends.

• Strategic and visionary thinker, with strong problem-solving abilities to address complex organizational challenges.

• Proven ability to lead teams and influence senior stakeholders, driving results through ambiguity, resistance, and large-scale change.

• Ability to collaborate and form strategic partnerships across functions and geographies, balancing enterprise consistency with local needs and cultural differences.

• Experience designing and facilitating learning initiatives, including conducting skills assessments, determining learning pathways and developing educational materials.

• Strong business and data acumen, leveraging insights to inform transformation strategy, execution, and measurement.

• Highly organized, detail oriented, and proactive self-starter with the ability to manage multiple priorities across a large program portfolio.

• Strong verbal and written communication skills, with the ability to influence through clear messaging and effective storytelling.

• Proficiency in Microsoft Excel and PowerPoint, with the ability to analyze data and create compelling visualizations.

Core Qualifications

Qualification Area

Requirement Details

Education

Required: Bachelor's degree in Communications, Business Administration, Human Resources, Organizational Psychology, or a related field 

Preferred: Master's degree in Organizational Development (OD), Leadership, or MBA 

Certifications

Strongly preferred: Prosci Certified Change Practitioner 

Valuable alternatives: Certified Change Management Professional (CCMP), PMP, or advanced Organizational Development certifications 

Critical Skills & Competencies

Competency

Description

Framework Expertise

Deep knowledge of established change management methodologies (e.g., Prosci ADKAR, Kotter’s 8-Step, or similar frameworks) and how to scale them for complex, matrixed organizations 

Strategic Narrative

Proven ability to synthesize complex, technical, or strategic concepts (such as AI, IT, or corporate restructuring) into clear, compelling, and empathetic communications tailored to diverse audiences 

Influence & Stakeholder Management

Strong executive presence with a demonstrated ability to advise, coach, and influence senior leadership and executive sponsors without having direct authority 

Impact & Risk Mitigation

Expertise in conducting thorough change impact assessments, analyzing stakeholder readiness, and actively identifying and mitigating areas of employee resistance 

Data & Metrics Oriented

Capability to define, track, and report on adoption KPIs, business readiness metrics, and overall communication efficacy to senior leadership 

Key Behavioral Traits

• Comfort in Ambiguity: staff-level roles often work on initiatives that are not yet fully defined; they must be self-starters capable of establishing a roadmap from scratch 

•  Resilience and Empathy: An understanding of the "human side of change" with the emotional intelligence to navigate organizational friction, listen actively, and advocate for the employee experience