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Senior Manager, Change Management Jobs in Georgia

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Senior Manager Change Management information

What does a senior manager, change management do?

A Senior Manager, Change Management is responsible for leading and overseeing organizational change initiatives. They develop strategies to help employees adapt to new processes, technologies, or structures, ensuring a smooth transition with minimal disruption. Their role often involves stakeholder engagement, communication planning, training, and monitoring the progress of change projects to achieve desired outcomes. They also identify potential risks and resistance points, offering solutions to address them and support long-term adoption of changes.

What are the key skills and qualifications needed to thrive as a senior manager, change management?

To thrive as a Senior Manager, Change Management, you need expertise in organizational change strategies, project management, and a relevant degree—often supported by certifications such as Prosci or PMP. Familiarity with change management frameworks, stakeholder analysis tools, and communication platforms is typically required. Strong leadership, influence, and exceptional communication skills help drive adoption and manage resistance among diverse teams. These capabilities are crucial for successfully guiding organizations through transformation and ensuring sustainable business results.

How does a senior manager, change management typically collaborate with other departments during large-scale transformation initiatives?

A Senior Manager, Change Management plays a pivotal role in coordinating cross-functional teams during major organizational changes. They regularly partner with departments such as HR, IT, Communications, and Operations to align change strategies, ensure smooth implementation of new processes, and address concerns from various stakeholders. This collaboration often involves facilitating workshops, managing feedback loops, and tailoring communication plans to different audiences. Building strong relationships across departments is key to anticipating challenges and driving successful adoption of change.

What is the difference between Senior Manager, Change Management vs Change Analyst?

AspectSenior Manager, Change ManagementChange Analyst
CredentialsTypically requires a bachelor’s degree, PMP or Prosci certification, and extensive experience in change managementUsually holds a bachelor’s degree, often with certifications like Prosci, but less experience required
Work EnvironmentLeads change initiatives, manages teams, and collaborates with senior leadershipSupports change projects, analyzes data, and assists in implementation tasks
Employer & Industry UsageCommonly found in large corporations across industries like IT, finance, and healthcareOften employed in consulting firms and organizations implementing change strategies

The Senior Manager, Change Management typically oversees entire change initiatives, requiring leadership and strategic skills, while the Change Analyst supports these projects through analysis and execution. Both roles are essential but differ in scope and responsibility.

What are popular job titles related to Senior Manager, Change Management jobs in Georgia?

For Senior Manager, Change Management jobs in Georgia, the most frequently searched job titles are:

What job categories do people searching Senior Manager, Change Management jobs in Georgia look for?

The top searched job categories for Senior Manager, Change Management jobs in Georgia are:

Senior Manager Change Management jobs near you
Infographic showing various Senior Manager, Change Management job openings in Georgia as of August 2026, with employment types broken down into 1% As Needed, 85% Full Time, 12% Part Time, and 2% Contract. Highlights an 82% Physical, 3% Hybrid, and 15% Remote job distribution.

Change Enablement Senior Manager

Cox Automotive

North Decatur, GA • On-site

$122K - $204K/yr

Full-time

PTO

This job post has expired today. Applications are no longer accepted.

Cox Automotive rating

7.7

Company rating: 7.7 out of 10

Based on 144 frontline employees who took The Breakroom Quiz

105th of 154 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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