Change Enablement Senior Manager

Cox Enterprises; Atlanta (GA); On-site; USD 120,000 - 180,000; Full time

Job summary

Cox Enterprises in Atlanta, GA, seeks a Change Enablement Senior Manager to lead end-to-end change planning and adoption across major release initiatives, collaborating with Communications, IT Governance, and CAPTG COEs to ensure cohesive, high-quality delivery.

The role emphasizes mentorship, process excellence, and AI-assisted workflows, guiding DSEs, overseeing artifacts, and scaling change capability across the organization.

Qualifications

• Bachelor's degree and a minimum of 8 years of organizational change management experience with senior practitioner exposure.
• Experience leading change management for enterprise‑level programs within technology or product organizations.
• Prosci certification or equivalent change management credential strongly preferred.
• Proven ability to manage multiple concurrent releases or projects with minimal supervision.
• Experience coaching or mentoring junior change practitioners with measurable outcomes.
• Strong synthesis and communication skills to translate stakeholder input into actionable change plans.
• Proficiency with Microsoft 365 tools and comfort adopting AI-assisted workflows.
• Able to work independently in a fast-paced, evolving environment.

Responsibilities

• Own end-to-end delivery of the release-level change plan, coordinate training and measure adoption and health.
• Serve as the integration point across the core change team and maintain plan coherence.
• Ensure all release-level change planning deliverables meet quality standards and timelines.
• Onboard DSEs and leaders prior to adoption and document engagement.
• Support adoption phase with regular touchpoints and real-time updates for stakeholders.
• Provide guidance on resistance management and elevate risks as needed.
• Own change package artifacts and update them as changes occur.
• Mentor Change Enablement team members and model practitioner excellence.
• Apply CAPTG 8-week release process and ADKAR-aligned deliverables.

Skills

Change management

Stakeholder engagement

Mentorship

Communication

Strategic planning

Ambiguity navigation

Education

Bachelor's degree

Prosci certification (preferred)

Tools

Microsoft 365 suite

AI-assisted workflows

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 elevate 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 elevate 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.