Change Management Manager

Role Purpose

Core purpose: leads the people and organizational change behind HR’s evolving operating model, processes, technologies and AI-enabled ways of working, turning priorities into practical strategies that embed new behaviors and deliver sustained business value.
Key partnerships: HR leadership, HRBPs, COEs, HR Operations, Communications and Digital & IT; assesses impacts on work, roles, capabilities, decision-making and employee experience.
Building adaptability: creates repeatable change frameworks and tools, equips leaders to reinforce change, and uses data and feedback to address barriers.
AI and workforce readiness: prepares the workforce for human-AI collaboration, new skills and redesigned workflows; enables responsible AI adoption.
Measuring success: sustained behavior change, workforce proficiency, operational effectiveness and measurable business value, not just initial adoption.
Leadership approach: leads through influence rather than formal authority in a matrixed HR environment; needs sound judgment, senior-leader credibility and the ability to turn competing perspectives into coordinated action.

Key Responsibilities

• Builds scalable change frameworks and tools for consistent execution across HR transformation.
• Uses AI tools, analytics and employee feedback to sharpen impact assessments and engagement.
• Coaches HR leaders, HRBPs, COEs and managers on change.
• Assesses portfolio-wide change saturation and sequencing.
• Embeds change management into continuous improvement with HR Strategy.

• Sets up reinforcement and feedback loops to sustain new ways of working.
• Defines measures for adoption, proficiency, behavior and operational performance.
• Uses feedback and approved AI analytics to find barriers.
• Confirms initiatives deliver intended business outcomes.
• Equips leaders and managers, with Communications, to reinforce change.

• Assesses how AI and automation reshape HR workflows, roles and decision rights.
• Leads workforce impact assessments covering tasks, skills and employee experience.
• Builds AI literacy, confidence and leadership readiness.
• Embeds responsible AI practices, human oversight and escalation, with governance and risk partners.
• Addresses skill gaps, role ambiguity, trust concerns and resistance.

Experiences/Education - Required

• Bachelor’s degree in Human Resources, Business, Organizational Development, Communications, or a related field.
• 7–10+ years in change management, HR, HRBP, transformation, communications, or related roles.
• Demonstrated ability to lead through influence in matrixed environments, align stakeholders, and drive outcomes without formal authority.
• Experience leading cross-functional change, such as reorganizations, decentralized/centralized services, or new technology.
• Working knowledge of change management methods.
• Ability to turn broad or unclear priorities into a clear plan with specific actions.
• Strong writing, with the ability to produce clear materials for different audiences.
• Experience working with senior leaders and balancing competing views.
• Judgment to anticipate problems, and ability to turn feedback and data into recommendations.
• Comfort with data and measures; organized, reliable, and steady when priorities shift.
• Practical, enterprise-minded approach with focus on execution, stakeholder experience, and sustained results.
• Preferred: change management certification (e.g., Prosci, ACMP CCMP), and experience with AI or HR technology rollouts or work across regions and labor environments.