Change Manager, People & Culture

PlayStation Global•San Mateo, CA

6h•Hybrid

About The Position

PlayStation isn’t just the Best Place to Play — it’s also the Best Place to Work. Today, we’re recognized as a global leader in entertainment producing The PlayStation family of products and services including PlayStation®5, PlayStation®4, PlayStation®VR, PlayStation®Plus, acclaimed PlayStation software titles from PlayStation Studios, and more. PlayStation also strives to create an inclusive environment that empowers employees and embraces diversity. We welcome and encourage everyone who has a passion and curiosity for innovation, technology, and play to explore our open positions and join our growing global team. The PlayStation brand falls under Sony Interactive Entertainment, a wholly-owned subsidiary of Sony Group Corporation. Change Manager, People & Culture San Mateo, CA (hybrid in office 2x a week) Role Overview The Change Manager will be the first dedicated change leader within our People Team (HR), responsible for designing and driving end-to-end change strategies for high-impact, enterprise-wide initiatives. Sitting within the Talent organization, this role partners across HR and the business to ensure major people programs, starting with the launch of our new performance framework, are adopted consistently, effectively, and at scale across a global organization of ~12,000 employees. This is a highly visible, individual contributor role for a pragmatic change expert who can balance strong methodology with real-world execution. Success in this role requires the ability to influence without authority, navigate complexity, and help leaders move from autonomy-driven approaches to aligned, enterprise-wide ways of working.

Requirements

6+ years of experience leading change management, organizational transformation, or large-scale initiatives.
Proven experience owning change end-to-end for enterprise-wide programs.
Strong grounding in change management frameworks and methodologies, with demonstrated ability to adapt them pragmatically.
Exceptional communication and influencing skills; able to drive alignment without formal authority.
Comfort operating in ambiguity and navigating competing priorities and stakeholder perspectives.
A bias toward action—able to roll up sleeves and get work done.

Nice To Haves

Experience supporting HR or people-related transformations (e.g., performance management, talent, systems, culture).
Experience working in global, matrixed organizations.
Experience in gaming, entertainment, or creative environments—especially navigating studio cultures and creative leaders.
Background in HR, Talent, OD, or consulting.

Responsibilities

Lead change management strategy and execution for marquee HR initiatives, from early design through sustained adoption.
Serve as the change owner for the launch of our new enterprise performance framework, ensuring clarity, alignment, and consistent leadership behaviors globally.
Identify change impacts, risks, and dependencies across a complex, matrixed organization and proactively address them.
Partner closely with senior HR leaders, COE heads, and HRBPs to align on expectations, messaging, and leadership behaviors.
Actively surface and address risks of leader inconsistency, fragmentation, or local interpretation that undermine enterprise goals.
Provide clear recommendations—and push back when needed—on readiness, sequencing, and conditions for successful change.
Design pragmatic, fit-for-purpose change plans grounded in proven frameworks, adapted to the realities of the organization.
Lead change communications strategy in close partnership with Internal Communications, with a strong emphasis on clarity, narrative, and reinforcement.
Translate complex change into simple, compelling messages that resonate with leaders, creatives, and diverse employee populations.
Define and track adoption and effectiveness metrics (e.g., readiness, leader alignment, engagement signals, behavioral shifts).
Gather feedback, identify friction points, and adjust change strategies in real time.
Ensure launches are not just “done,” but actually stick.
Establish change management as a credible, value-added capability within HR.
Create repeatable approaches, tools, and expectations that can be applied to future enterprise initiatives.
Act as a hands-on subject matter expert—coaching, partnering, and executing, not just advising.