Change Manager

Job Description

The Change Manager is responsible for driving successful adoption of strategic, organizational, process, and technology changes across the commercial business. This role partners closely with senior leaders, program teams, and impacted stakeholders to ensure changes are well understood, effectively implemented, and sustained over time. 

The Change Manager brings structure, clarity, and empathy to complex change environments—balancing rigor in change planning with strong stakeholder engagement to minimize disruption and accelerate business outcomes.

Key Responsibilities 

Change Strategy & Planning 

• Complete thorough stakeholder analysis for change initiatives 
• Assess change impact across people, processes, systems, and culture 
• Define change scope, readiness, risks, and success measures 
• Develop and execute comprehensive change management strategies aligned to business objectives and program goals 
• Integrate change milestones and plans with overall program/project plans and milestones 

Stakeholder & Leadership Engagement 

• Lead alignment with senior stakeholders and project sponsors to define change success metrics. Monitor, measure and actively communicate metrics to stakeholders throughout change lifecycle. 
• Identify and manage key stakeholder groups across global, regional, and functional teams 
• Partner with leaders to clarify change rationale, desired behaviors, and expectations 
• Equip leaders and managers with tools to role‑model and reinforce change 
• Cultivate strong partnerships with change sponsors to ensure active, vocal advocacy of change to ensure adoption and benefit realization. 
• Act as a trusted advisor to program and functional leadership on change risks and mitigation 

Communication & Enablement 

• Design and execute targeted communication strategies tailored to different audiences 
• Architect case for change for change initiatives, aligned to strategic priorities and overall change portfolio, including compelling messaging that explains the “why,” “what,” and “what’s changing for me” 
• Coordinate closely with Communications and Enablement teams to ensure consistency and timing 
• Support development of training, job aids, and adoption tools as needed 

Adoption, Readiness & Reinforcement 

• Conduct change readiness assessments and track adoption metrics 
• Identify potential resistance to change and develop change management strategies to proactively mitigate resistance and promote adoption 
• Implement reinforcement strategies to embed new ways of working 
• Monitor post‑implementation outcomes and recommend corrective actions 

Governance & Continuous Improvement 

• Apply structured change methodologies