Change Management Manager

Corning•City of Corning, NC

17h•$146,264 - $201,113

About The Position

The Change Management Manager leads the people and organizational change associated with HR’s evolving operating model, processes, technologies, and AI-enabled ways of working. The role translates priorities into practical strategies that embed new behaviors and deliver sustained business value. It partners with HR leadership, HR business partners, centers of expertise, HR Operations, Communications, and Digital & IT to assess impacts on work, roles, capabilities, decision-making, and employee experience. The role builds organizational adaptability by developing repeatable change frameworks and tools, equipping leaders to reinforce change, and using data and feedback to address barriers. It prepares the workforce for human-AI collaboration, new skills, and redesigned workflows while enabling responsible AI adoption. Success is measured by sustained behavior change, workforce proficiency, operational effectiveness, and measurable business value, rather than initial adoption alone. The manager leads through influence in a matrixed HR environment, applying sound judgment and senior-leader credibility to align differing perspectives into coordinated action. The position also partners with client groups and HR leaders on talent requirements, talent gaps, employee value propositions, development, performance and rewards processes, positive work environments, HR service delivery, and human capital priorities. It supports standardization across regions and divisions while ensuring HR services support business objectives.

Requirements

Bachelor’s degree in Human Resources, Business, Organization Development, or Labor Relations, or equivalent qualification or experience.

Nice To Haves

At least 5–8 years of HR experience as a generalist or specialist, or equivalent.
Master’s degree in a related area and/or HR certifications.
Successful track record of performance in a Plant HR Manager role, such as plant HRM.
First-line supervision experience.
Experience supporting multiple business divisions.
Experience aligning client group leadership around organizational direction, design, and governance or decision rights through an assignment or project.
PE Greenbelt certification.
Successful track record deploying global HR business processes or programs.
Experience designing and implementing effective organizational structures and work processes to improve client group results, including new business or product start-up or expansion and mature business optimization.
Proficient verbal and written English language skills.

Responsibilities

Identify and prioritize current and future talent requirements that could affect client group operational objectives.
Partner with the Division HR Manager/Director and client business team to identify and implement an employee value proposition that supports attracting and retaining the talent required to close talent gaps.
Partner with the Division HR Manager/Director to address talent gaps and ensure the division has the right people in the right place at the right time.
Partner with client groups to identify and implement targeted group and individual development plans that address talent gaps in a timely manner.
Deploy performance management and rewards processes and practices to drive employee accountability for performance results and retain top performers.
Hold client managers and leaders accountable for establishing and maintaining a positive work environment.
Partner with the Division HR Manager/Director to identify human capital priorities for the next one to two years and the HR support needed to address them.
Deploy the HR shared service delivery model in support of HR transformation goals and client support needs.
Collaborate with regional and divisional HR managers and directors to promote standardization and ensure services support division business objectives.
Coach client management on developing and implementing programs and processes that establish and maintain a positive work environment.
Create repeatable change frameworks and tools, equip leaders to reinforce change, and use data and feedback to address barriers.
Prepare the workforce for human-AI collaboration, new skills, and redesigned workflows, and enable responsible AI adoption.
Assess change impacts on work, roles, capabilities, decision-making, and employee experience.
Measure sustained behavior change, workforce proficiency, operational effectiveness, and business value.