The Senior Manager, Change Management is responsible for leading holistic change enablement efforts for large scale strategic initiatives. This role designs and executes change strategies that drive adoption, readiness, and sustained behavior change across people, process, and technology transformations.
The Senior Manager partners closely with Transformation leaders, program teams, functional stakeholders, and business leaders to assess impacts, align stakeholders, manage resistance, and ensure successful delivery of enterprise initiatives.
Lead Change Enablement Strategy and Execution
Design and execute comprehensive change enablement strategies aligned to program objectives and enterprise priorities.
Translate business and technology changes into clear people, process, and behavior impacts.
Ensure change strategies support successful adoption, engagement, and value realization.
Program Focus and Delivery Leadership
Serve as the lead Change Enablement partner for a strategic initiative.
Collaborate with Product, Project, Technology, Data, and Business teams to embed change into program delivery.
Stakeholder Engagement and Advisory Support
Partner with senior leaders and key stakeholders to build alignment, sponsorship, and accountability.
Proactively identify and address resistance, risks, and readiness gaps.
Act as a trusted advisor to leaders navigating complex organizational change.
Change Readiness and Impact Management
Conduct stakeholder, readiness, and impact assessments to inform change approach.
Develop targeted interventions for leaders, managers, and employees based on assessed needs.
Advise on timing, sequencing, and release strategies to support readiness.
Communications and Enablement Alignment
Partner with Communications and Training teams to ensure integrated, consistent experiences.
Provide direction and inputs for change communications and enablement materials.
Ensure messaging supports clarity, confidence, and adoption without overloading the business.
Measurement and Continuous Improvement
Define and track change effectiveness metrics tied to adoption and readiness.
Monitor progress and recommend adjustments to improve outcomes.
Capture lessons learned and continuously evolve change practices.
Experience Requirements
7 to 10 years of experience in change enablement, organizational change, or transformation roles.
Demonstrated experience supporting large scale, enterprise level initiatives.
Experience working closely with senior leaders and cross functional program teams.
Experience applying structured change methodologies in complex environments.
Knowledge, Skills, and Abilities
Strong understanding of how individuals and organizations experience and adopt change.
Ability to design practical, scalable change strategies that align to business realities.
Exceptional communication and influencing skills across all levels of the organization.
Strong business acumen and ability to connect change efforts to enterprise outcomes.
Ability to work independently, manage competing priorities, and operate effectively in ambiguity.
Demonstrated ability to influence without direct authority.
Collaborative mindset with the ability to partner across functions.
Supervisory Responsibility
May provide guidance or oversight to Change Enablement resources or vendors.
Role does not initially include direct people management but may evolve over time.
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