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Change Jobs in Georgia (NOW HIRING)

Cox Automotive

Change Enablement Senior Manager

Morrow, GA · On-site

$122K - $204K/yr

The Change Enablement Senior Manager is an experienced change practitioner within the Cox Automotive Product and Technology Group's (CAPTG) Change Enablement Team. Primary role responsibilities ...

Cox Automotive

Change Enablement Senior Manager

Redan, GA · On-site

$122K - $204K/yr

The Change Enablement Senior Manager is an experienced change practitioner within the Cox Automotive Product and Technology Group's (CAPTG) Change Enablement Team. Primary role responsibilities ...

Cox Automotive

Change Enablement Senior Manager

Tucker, GA · On-site

$122K - $204K/yr

The Change Enablement Senior Manager is an experienced change practitioner within the Cox Automotive Product and Technology Group's (CAPTG) Change Enablement Team. Primary role responsibilities ...

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How much do change jobs pay per hour?

As of Aug 19, 2026, the average hourly pay for change in Georgia is $61.51, according to ZipRecruiter salary data. Most workers in this role earn between $47.31 and $73.27 per hour, depending on experience, location, and employer.

What is a change manager?

Change Managers are professionals responsible for overseeing and implementing organizational change initiatives. They help businesses transition smoothly during periods of change by developing strategies, communicating with stakeholders, and managing resistance. Their goal is to ensure that changes, such as new technologies, processes, or structures, are adopted effectively to achieve desired outcomes. Change Managers work closely with leadership and employees to minimize disruption and support long-term success.

What are some common challenges professionals face when managing organizational change, and how can they be addressed?

Professionals involved in managing organizational change often encounter resistance from employees, communication breakdowns, and difficulties in aligning new processes with existing workflows. To address these challenges, it is important to maintain open and transparent communication, involve key stakeholders early in the process, and provide training to ease transitions. Building trust and demonstrating the benefits of change can also help create buy-in and reduce resistance, making the change process smoother and more effective.

What are the key skills and qualifications needed to thrive as a change manager, and why are they important?

To thrive as a Change Manager, you need expertise in project management, organizational development, and a solid understanding of change management methodologies, often supported by a relevant degree and certifications like Prosci or PMP. Familiarity with tools such as Microsoft Project, collaboration platforms, and change management software is typically required. Outstanding communication, leadership, and stakeholder management skills help drive engagement and minimize resistance. These capabilities ensure successful implementation of change initiatives, maximizing business outcomes and team alignment.

What are the most commonly searched types of Change jobs in Georgia?

The most popular types of Change jobs in Georgia are:

What cities in Georgia are hiring for Change jobs?

Cities in Georgia with the most Change job openings:

Change jobs near you
Infographic showing various Change job openings in Georgia as of August 2026, with employment types broken down into 1% As Needed, 65% Full Time, 23% Part Time, 8% Contract, and 3% Nights. Highlights an 94% Physical, 3% Hybrid, and 3% Remote job distribution, with an average salary of $127,934 per year, or $61.5 per hour.

Change Enablement Senior Manager

Cox Automotive

Sandy Springs, GA • On-site

$122K - $204K/yr

Full-time

PTO

Posted 11 days ago

Cox Automotive rating

7.8

Company rating: 7.8 out of 10

Based on 143 frontline employees who took The Breakroom Quiz

99th of 151 rated financial services

Job description

The Change Enablement Senior Manager is an experienced change practitioner within the Cox Automotive Product and Technology Group's (CAPTG) Change Enablement Team. Primary role responsibilities include high-quality change planning and adoption across multiple change initiatives in all assigned change release cycles, tight collaboration with core change team partners from Corporate Communications, IT Governance, Solution Delivery, and CAPTG COEs, and elevating the capabilities of other change practitioners on the team through modeling and mentorship.
This role reports directly to the Change Enablement Director and serves as a critical bridge between strategic direction and to-the-individual-level change adoption. The ideal candidate brings deep change management expertise, sound judgment in ambiguous environments, and a genuine commitment to team success. They operate with both rigor and adaptability, maintaining quality across complex, concurrent releases while remaining a trusted partner and collaborator for their stakeholders and peers.
Core Responsibilities
Release Execution
  • Own end-to-end delivery of the release-level change plan, support the Delivery Stream Engineers (DSE) in local change and resistance management efforts, coordinate training across all changes within an assigned release, measure adoption and change health.
  • Serve as the integration point across the core change team, including the Change Lead, Communications Lead, IT Governance, DSEs, and COE Subject Matter Experts, maintaining the release-level view and ensuring plan coherence before each phase gate.
  • Ensure all release-level change planning deliverables are completed on schedule and meet the quality standards defined in the change release process.
  • Onboard the DSEs and people leaders before adoption begins; confirm engagement is documented and substantive, not just attendance.
  • Support the DSEs throughout the adoption phase, facilitate a regular cadence of touchpoints and real-time updates to keep the DSEs informed on decisions, progress, and plan changes.
  • Provide guidance on resistance management, monitor adoption signals, and escalate risks to the Change Enablement Director as observed.
  • Own complete, accurate change package artifacts for every active release; update with material changes as they occur.

Mentorship and Team Development
  • Provide active, ongoing mentorship to Change Enablement team members serving in a Change Lead capacity, supporting their development through idea exchange, artifact review, and shared retrospectives.
  • Serve as a team member resource for practitioners facing resistance, sponsor misalignment, or change deliverable quality challenges.
  • Model expert-level practitioner behavior and support the growth and success of the team.

Process and Quality
  • Maintain deep fluency in the CAPTG 8-week change release process and ADKAR-aligned deliverables framework, model consistent application across all releases.
  • Identify and flag structural friction points in the pipeline based on direct release experience, share recommendations with the Change Enablement Director for process refinement.
  • Support the Director in building the scaling model for concurrent releases - contributing practitioner-level insight into capacity and quality tradeoffs.
  • Apply AI-assisted tools to change management workflows; identify time saved and share workflow improvements with the team each release cycle.

Stakeholder Engagement
  • Build and maintain effective working relationships with DSEs, COE SMEs, and core change partners across assigned releases.
  • Gather inputs from multiple subject matter experts and synthesize into change strategies that speak to all thinking preferences - the what, the why, the how, and the who.
  • Participate in planning phase meetings and IT Governance forums as appropriate; bring a change practitioner perspective to influence stakeholder decision-making.

Required Qualifications
  • Bachelor's degree and a minimum of 8 years of experience in organizational change management, with at least 2 years in a senior practitioner or informal leadership capacity; or a master's degree and 6 years of experience or a PhD and 3 years of experience or 12 years of experience if no degree.
  • Demonstrated experience leading change management for enterprise-level programs or projects within a technology or product organization.
  • Prosci certification or equivalent change management credential strongly preferred.
  • Proven ability to manage multiple concurrent releases or projects, self-manage workload, and deliver on schedule without close supervision.
  • Experience coaching or mentoring junior change practitioners, with evidence of measurable development outcomes.
  • Strong synthesis and communication skills, able to translate complex stakeholder input into clear, actionable change plans.
  • Proficiency with Microsoft 365 tools (Teams, SharePoint, Outlook) and demonstrated comfort adopting AI-assisted workflows.
  • Able to work independently, navigate ambiguity, and escalate appropriately in a fast-paced, continuously evolving environment.

About the Team
The CAPTG Change Enablement Team operates within Cox Automotive's Product & Technology Group and is responsible for driving adoption of all enterprise changes across CAPTG through a structured, ADKAR-aligned 8-week change release cycle. The team partners closely with COE leadership, DSEs, Corporate Communications and Product & Technology stakeholders to ensure changes are planned, executed, and reinforced in a way that minimizes disruption and maximizes sustainable adoption.
USD 122,600.00 - 204,400.00 per year
Compensation:
Compensation includes a base salary in the range of $122,600.00 - $204,400.00. The base salary may vary within the anticipated base pay range based on factors such as the ultimate location of the position and the selected candidate's knowledge, skills, and abilities. Position may be eligible for additional compensation that may include an incentive program.
Benefits:
The Company offers eligible employees the flexibility to take as much vacation with pay as they deem consistent with their duties, the company's needs, and its obligations; seven paid holidays throughout the calendar year; and up to 160 hours of paid wellness annually for their own wellness or that of family members. Employees are also eligible for additional paid time off in the form of bereavement leave, time off to vote, jury duty leave, volunteer time off, military leave, and parental leave.
Applicants must currently be authorized to work in the United States for any employer without current or future sponsorship.
EOE, including disability/vets

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About Cox Automotive

Sourced by ZipRecruiter

At Cox Automotive, people of every background are driven by their passion for mobility, innovation and community. We transform the way the world buys, sells, owns and uses cars, accelerating the industry with global powerhouse brands like Autotrader, Kelley Blue Book, Manheim and more. What's more, we do it all with an emphasis on employee growth and happiness. Drive your future forward and join Cox Automotive today! Cox empowers employees to build a better future and has been doing so for over 120 years. With exciting investments and innovations across transportation, communications, cleantech and healthcare, our family of businesses - which includes Cox Automotive and Cox Communications - is forging a better future for us all. Ready to make your mark? Join us today! Benefits of working at Cox may include health care insurance (medical, dental, vision), retirement planning (401(k)), and paid days off (sick leave, parental leave, flexible vacation/wellness days, and/or PTO). For more details on what benefits you may be offered, visit our benefits page . Cox is an Equal Employment Opportunity employer - All qualified applicants/employees will receive consideration for employment without regard to that individual's age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law. Cox provides reasonable accommodations when requested by a qualified applicant or employee with disability, unless such accommodations would cause an undue hardship. Statement to ALL Third-Party Agencies and Similar Organizations: Cox accepts resumes only from agencies with which we formally engage their services. Please do not forward resumes to our applicant tracking system, Cox employees, Cox hiring manager, or send to any Cox facility. Cox is not responsible for any fees or charges associated with unsolicited resumes.

Industry

Automobile dealers and technology, communication and media

Company size

5,001 - 10,000 Employees

Headquarters location

Atlanta, GA, US

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