Change Management Manager

Allegiant • Las Vegas, NV

1d

About The Position

The Manager, Integration Culture & Change Management leads the integration’s culture and change agenda. The role helps define the combined company’s target culture, identifies similarities and differences between the organizations, and translates integration decisions into practical change plans that support adoption, team member engagement, and leadership alignment. It partners closely with Integration Planning Teams and functional leaders to support the integration’s objectives of synergy delivery, one-time integration cost discipline, and operational continuity.

The position owns the culture and change management approach, tools, and working plans for integration initiatives and culture activation efforts. It supports—but does not set—business decisions, ensuring their cultural and change implications are identified, planned for, and communicated. The role also escalates culture, engagement, and adoption risks with recommended mitigation actions.

This is a full-time role. Workload intensity increases around major milestones, including Close/Day 1 and major convergence releases, and training windows. Limited travel may be required for leadership workshops and operational-site working sessions. Allegiant is deemed an essential service provider during declared national and state emergencies; team members may be required to report to their assigned work location unless prohibited by an applicable order.

Requirements

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Communications, or a related field.
• Five years of experience in change management, culture and engagement, organizational effectiveness, human resources, communications, or related roles.
• Must be authorized to work in the United States as defined by the Immigration Act of 1986.
• Must pass a criminal background check.
• Demonstrated ability to build practical culture and change plans tied to milestones, stakeholder needs, and business priorities.
• Strong program management discipline, including planning, managing dependencies and cadence, meeting deadlines, and coordinating multi-stakeholder reviews.
• Strong facilitation and stakeholder management skills, with the ability to influence without authority.
• Strong written and verbal communication skills, including the ability to synthesize information into clear, action-oriented outputs.
• Practical change planning and operating discipline.
• Stakeholder influence and manager enablement skills.
• Readiness and adoption measurement skills.
• Judgment under ambiguity and confidentiality.
• Bias for action and responsiveness.
• Ability to meet the role’s physical demands, with reasonable accommodations where applicable.
• Regular attendance is required.

Nice To Haves

• Experience supporting integrations, restructurings, or high-change environments.
• Familiarity with organizational design, process change, and/or technology adoption.
• Formal change management training or certification, such as Prosci/ADKAR.

Responsibilities

• Support definition of the combined company’s target culture, including the leadership behaviors and ways of working needed to achieve integration objectives.
• Assess cultural similarities, differences, and risk areas across the organizations and translate findings into practical actions.
• Help develop the culture narrative and activation roadmap for communicating what the combined company stands for and how teams are expected to work together.
• Develop and maintain integrated change management plans for priority initiatives, including change impacts, stakeholder groups, readiness actions, reinforcement mechanisms, and sequencing.
• Conduct change impact assessments for major integration initiatives involving organization, policy, process, systems, and ways of working, and convert findings into actionable plans.
• Align change plans with the master integration calendar, major milestones, and operational windows.
• Equip leaders and managers with tools to lead through change, including talking points, manager guides, team discussion prompts, and reinforcement actions.
• Support leaders in modeling desired culture and behaviors, especially during sensitive or high-change periods.
• Partner with Integration Communications to align leadership messaging and change actions.
• Establish structured listening mechanisms, such as belief audits, manager feedback, team member listening sessions, and pulse checks where applicable.
• Synthesize feedback themes and recommend actions to improve trust, clarity, readiness, and adoption.
• Track recurring concerns and resistance, and escalate issues that threaten milestone delivery or team member experience.
• Define and track readiness and adoption metrics for key integration initiatives and culture activation efforts.
• Develop reinforcement plans to embed desired behaviors and new ways of working over time.
• Coordinate with functional owners and Learning & Development on training, enablement, and follow-up actions as needed.
• Maintain culture and change tools, templates, and repositories with version control and documentation hygiene.
• Apply common standards for change planning, stakeholder mapping, and readiness tracking.
• Capture lessons learned and improve the culture and change toolkit over time.
• Escalate culture, engagement, and adoption risks with recommended mitigation actions.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager