Change Management Lead

Ashley Furniture•Tampa, FL

8h•Onsite

About The Position

Ashley Furniture is a leading global furniture manufacturer and retailer committed to delivering quality home furnishings and exceptional value to our customers. As we continue to grow and evolve, we're investing in enterprise transformation initiatives that will shape the future of how we operate and serve our customers. The Change Management Lead is a senior leadership role within Ashley's Transformation Management Office (TMO), responsible for designing and driving the enterprise change approach across Ashley's transformation portfolio. Reporting directly to the Senior Vice President, Transformation, this role serves as the primary architect and steward of how change is planned, executed, and sustained across the organization. Success in this role is defined by measurable adoption, leadership alignment, and sustained changes in how the organization operates. The Change Management Lead brings deep expertise in organizational change, behavioral dynamics, training, and adoption, and applies proven frameworks to support leaders and teams through complex change. This role is designed for an experienced change leader who is comfortable operating across multiple initiatives simultaneously, shaping approach and standards, and engaging directly with senior leadership to guide the people side of transformation. The Change Management Lead leads initiatives with honesty, integrity, passion, and accountability.

Requirements

Bachelor's degree in Business, Organizational Development, Psychology, Communications, or a related field required
Minimum of 7 years of experience leading organizational change across complex initiatives; 10+ years of experience strongly preferred
Demonstrated experience designing and leading change management for enterprise-wide or multi-year transformations
Experience working directly with senior leaders and executive sponsors
Experience integrating change management with project and program delivery
Expertise in organizational change management frameworks and methodologies
Ability to frame complex change-related decisions for senior leaders by synthesizing tradeoffs, risks, and implications into clear, actionable recommendations
Strong organizational diagnostic capability, including the ability to read cultural dynamics, informal power structures, and readiness signals
Ability to design practical, scalable change approaches that work in real-world environments
Strong facilitation and coaching skills, particularly with senior leaders
Ability to operate with confidence in ambiguity and guide others through uncertainty
Demonstrated ability to influence outcomes across functions and levels without direct authority, including navigating resistance and competing priorities
Strong judgment and discretion when working with sensitive organizational topics

Nice To Haves

Advanced degree (MBA, MSOD, MS Psychology, or similar) preferred

Responsibilities

Drive executive decision-making on change-related tradeoffs by framing options, implications, and risks, ensuring timely alignment and commitment across senior leaders
Design and own the enterprise change management approach for Ashley's transformation portfolio of large-scale "big-bet" projects
Establish standards, frameworks, and expectations for how change is assessed, planned, and delivered; define what "good change" looks like at Ashley
Serve as a thought partner to the SVP, Transformation on change strategy, sequencing, and readiness considerations
Partner with Senior Project Managers and initiative owners to integrate change management into initiative planning and execution
Define and guide development of change plans, including stakeholder engagement, training, and reinforcement strategies
Ensure change considerations are embedded early, not treated as a late-stage activity
Coach executive sponsors and senior leaders on their role in leading change
Act as a trusted advisor on organizational psychology, change fatigue, and risk
Define training and enablement approaches in partnership with initiative teams, HR, and functional leaders
Establish mechanisms to measure adoption, effectiveness, and sustainability of change
Design reinforcement strategies to ensure changes are embedded into ways of working post-implementation
Own enterprise-level visibility into change saturation, fatigue, and adoption risk, and proactively recommend sequencing, pacing, or scope adjustments to protect overall transformation success
Provide a cross-initiative view of change risk, readiness, and adoption across the transformation portfolio
Identify patterns, systemic risks, or change bottlenecks and escalate proactively
Contribute to the development of Ashley's internal change capability over time
Continuously refine change approaches based on lessons learned and evolving organizational needs