Senior Manager, Change Management & Communications Position SummaryThe Senior Manager, Change Management & Communications leads the planning and execution of organization-wide change management and internal communications efforts in partnership with and under the strategic direction of the Senior Director, Organizational Intelligence & Development. This role applies CDP's established change management approach, independently leads assigned workstreams, advises leaders and initiative owners, and helps employees and managers successfully navigate and adopt change.
Working across functions, including in close partnership with the Chief People Officer, the Senior Manager translates organizational priorities into coordinated, practical, and inclusive strategies that support employee experience, culture, organizational development, and workforce initiatives. The role balances strategic thinking with hands-on execution, developing actionable plans, effective communications, and measurable approaches to engagement and adoption.
The ideal candidate is an experienced change leader, skilled communicator, and trusted advisor who can influence across functions, manage complex initiatives, and build clarity and engagement in an evolving organization.
Key ResponsibilitiesChange Management Leadership
- Operationalize CDP's established change management framework and recommend improvements to related standards, tools, templates, and resources.
- Lead change intake and scoping for assigned requests, assess the level and type of support required, and make recommendations to the Senior Director regarding priorities, sequencing, and capacity.
- Design tailored change strategies for complex, cross-functional initiatives while maintaining alignment with enterprise standards and organizational priorities.
- Develop comprehensive change plans, success measures, and implementation roadmaps for complex initiatives.
- Facilitate leadership discussions, stakeholder workshops, and cross-functional planning sessions to build alignment and drive decision-making.
- Advise initiative sponsors and leaders on change impacts, engagement strategies, and adoption approaches.
- Monitor organizational adoption, identify barriers to success, and recommend mitigation strategies.
Strategic Communications
- Lead the development and coordination of communication strategies that support understanding, readiness, and adoption across Teams, email, live meetings, the intranet, and other internal channels.
- Ensure communications are aligned across audiences, channels, and initiatives while reinforcing organizational values and strategic priorities.
- Serve as a trusted communications advisor to organizational leaders and initiative owners.
- Evaluate communication effectiveness and recommend improvements to strengthen understanding, engagement, and action.
Organizational Effectiveness & Employee Engagement
- Partner with the Sr. Director, Organizational Intelligence & Development to advance organizational effectiveness, change adoption, employee engagement, and organizational development initiatives.
- Support the Chief People Officer in implementing priority employee experience, culture, leadership development, and workforce-related initiatives.
- Lead employee listening efforts including surveys, focus groups, feedback sessions, and organizational assessments.
- Analyze employee feedback and engagement data to identify trends, opportunities, and areas requiring leadership attention.
- Develop recommendations that strengthen organizational effectiveness, employee experience, and employee engagement.
Organizational Insight & Measurement
- Design and oversee processes to measure adoption, engagement, communication effectiveness, and organizational impact.
- Translate quantitative and qualitative feedback into meaningful insights and recommendations for leadership.
- Identify emerging organizational trends, risks, and opportunities and proactively bring recommendations forward.
Training, Enablement & Knowledge Management
- Partner with subject matter experts to ensure employees have access to clear, current, and effective resources.
- Lead development of training, enablement resources, and adoption materials supporting organizational initiatives.
- Evaluate training effectiveness and implement continuous improvements.
Qualifications- 7+ years of experience in change management, organizational development, strategic communications, organizational effectiveness, consulting, or related fields.
- Demonstrated success leading complex, cross-functional initiatives and organizational change efforts.
- Experience advising leaders and influencing stakeholders at multiple levels of an organization.
- Experience leading employee engagement, organizational development, workforce, culture, or employee experience initiatives.
- Strong analytical skills with the ability to translate data and feedback into actionable insights.
- Familiarity with Microsoft Teams, Outlook, SharePoint, Salesforce, and internal knowledge or learning platforms (currently using TalentLMS)
Core Competencies- Strategic Thinking & Alignment
- Stakeholder Engagement & Influence
- Communication Planning & Execution
- Change Leadership & Resilience
- Inclusive Collaboration & Empathy
Commitment to Inclusion We strongly encourage individuals from historically marginalized and underrepresented groups to apply, even if you don't meet every qualification. We value diverse perspectives, lived experiences, and commitment to public service. All CDP people have unique talents and experiences that create our company culture where we can all thrive and bring our whole selves to work each day.
Successful candidates will identify easily with a set of character attributes, as listed below:
• Inclusive mindset: You embrace and demonstrate an inclusion mindset and role model these behaviors for the organization.
• A Communicator: You possess strong communication skills and have great customer service skills; you like people and want to help.
• A Critical Thinker: You regularly look for ways to find efficiencies, innovate, and make improvements where you can.
• Process Oriented: You're able to understand, work in, create, and improve processes.
• A Collaborator: You're a team player willing to help where needed; a relationship builder whose can-do attitude inspires others; you actively share your job knowledge with team members.
• Someone Who Seeks to Learn: You are eager to listen, study, and learn new things quickly; you are resourceful and are open to regularly accepting and growing from feedback.
• Enterprising: You have proven success working in a fast-paced and changing environment; you have a strong work ethic and are excited to add value to the organization and its mission.
