Overview
The Manager, Organizational Change Management (OCM) will establish and lead change enablement efforts supporting strategic change initiatives. This role will serve as the primary resource responsible for helping leaders and teams successfully navigate organizational, operational, and behavioral change.
Reporting to the Vice President, Talent Development, this individual will initially operate as an independent contributor responsible for building foundational tools, supporting high-impact initiatives (including enterprise system implementations), and embedding structured change practices into key business efforts.
This role partners closely with HR, Communications, Operations, and business leadership to ensure initiatives translate into adoption, alignment, and sustained outcomes.
Responsibilities
Strategic Change Support
Partner with initiative leaders to assess change impact, readiness, and risk
Develop practical change strategies aligned with business objectives
Guide leadership stakeholders through transition planning and cultural shifts
Monitor adoption indicators and recommend mitigation actions
Stakeholder & Leadership Engagement
Map stakeholder landscapes and influence networks
Align executive sponsors and key leaders
Coach leaders on communication and reinforcement expectations
Identify and address resistance or misalignment
Communications Strategy
Shape initiative narratives aligned with business priorities
Develop targeted messaging approaches and timing
Support leadership cascade planning
Ensure feedback loops inform adjustments
Training & Enablement Coordination
Identify readiness gaps across impacted populations
Coordinate role-based learning and support
Partner with L&D resources as needed
Reinforce post-launch adoption
Capability Development
Establish lightweight change tools and templates
Introduce scalable practices into HR-led initiatives
Build awareness of structured change approaches
Support maturation of organizational change discipline
Initial Priority Focus
Immediate: Support change execution for Workday implementation
Intermediate: Change support within HR program rollouts and functional changes
Long Term: Define organizational change best practices for enterprise initiatives
Qualifications
Qualifications:
5+ years experience supporting organizational or operational change initiatives
Bachelor’s degree in Business, Organizational Development, Human Resources, or another relevant degree.
Change Management Certification (Prosci Preferred)
Experience partnering with business leaders on complex initiatives
Exposure to system implementations or process transformation strongly preferred
Skills:
Strong stakeholder influence without formal authority
Ability to translate strategy into practical action
Clear and structured communication thinking
Organizational awareness and political navigation
Comfort working independently in ambiguous environments
Other:
Travel: Ad-hoc basis to support specific change initiatives (Max. 15-20%)
Experience with HRIS systems and talent management software, (Workday preferred)
Strong knowledge of current trends and best practices in change management and organizational development strategies
We are excited to share that the base salary range for this position is $108,000 - $120,000. This position is also eligible for an annual discretionary bonus of 3%. NFI takes into consideration applicants' qualifications, experience, education, and geographic location when determining a starting rate of pay.
Employees are also eligible for a robust benefit program, which includes Medical, Dental, Vision, Prescription Drug Coverage, 401k Plan, Wellness Program, Life Insurance, Paid Time Off, and Paid Parental Leave, among other benefit plan options.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
LA County Applicants: The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws.
Profit Center
PC-4030
