A Closer Look

Context & Challenge

The company’s legacy intranet had become outdated, fragmented, and difficult to navigate—resulting in wasted time, inconsistent documentation, and reduced cross-department communication. Leadership approved the selection and implementation of a new system, but the change required strong organizational alignment and a thoughtful rollout to avoid disruption.

Approach

I led the change management process from early discovery through implementation. My role focused on ensuring that employees understood why the change was happening, how it benefited them, and what would be expected throughout the transition.

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Key actions included:

• Facilitating focus groups and usability testing with 60+ employees

• Identifying pain points and translating feedback into system requirements

• Developing a communication strategy that built awareness and reduced resistance

• Creating a company-wide training plan, including workshops, quick-start guides, and manager talking points

• Partnering closely with IT, HR, and department leaders to ensure alignment

I also led the redesign of the knowledge management structure, standardizing how teams store, tag, and maintain content for long-term usability.

Results & Impact

The launch was successful, with strong employee adoption and reduced confusion during the transition. Employees reported improved ease of finding information, and leaders gained greater visibility into documentation and resource use. The new system established a sustainable approach to knowledge sharing and created the foundation for more efficient cross-team collaboration.

Why It Matters

This project demonstrated my ability to manage complex organizational change, build alignment among diverse stakeholders, and translate technical shifts into meaningful employee experiences. It reinforced the value of human-centered change management in building a more connected, efficient workplace.

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