Change Manager Senior Lead

FIS•Jacksonville, FL

4d•$125,850 - $213,950

About The Position

As a Change Manager Senior Lead, you will lead enterprise change as AI reshapes how work gets done. FIS is building a repeatable capability to redesign work around AI, automation, and new ways of working. You will help move agreed work and workforce models into day-to-day operation and sustain adoption at scale. This is not a traditional communications-led role: you will determine what changes mean for leaders, employees, stakeholders, behaviors, and ways of working, while helping teams envision how work should be done when AI is embedded in workflows. You will partner with functions, Workforce Architects, Product, Technology, and Business Partners from discovery through launch, ensuring adoption is built into solutions. You will assess readiness and resistance, measure adoption and behavioral change, and use evidence and operational learning to improve work and workforce design. You will also use AI to support change deliverables while validating accuracy, tone, audience needs, and organizational context, and help teams apply effective prompting and accountable human review. The role will develop reusable change patterns and operationalize a work-redesign change-management playbook. FIS offers internal career growth opportunities, opportunities to innovate in fintech, an inclusive and diverse team atmosphere, professional and personal development, and resources to contribute to the community. The full-time position has a target pay range of $125,850.00 to $213,950.00. Actual starting pay depends on factors including job-related skills, experience, education or training, and work location.

Requirements

Experience executing large-scale enterprise change programs.
Experience supporting technology programs, digital products, or technology-enabled transformation.
Practical understanding of how AI, automation, and agents change work, roles, skills, behaviors, and decisions.
Demonstrated ability to use AI efficiently to produce high-quality, audience-appropriate work through effective prompting, iterative refinement, critical evaluation, and accountable human review; able to explain and defend the reasoning and evidence behind final deliverables.
Strong consulting, facilitation, stakeholder-management, and executive-communication skills.
Ability to push boundaries, operate in ambiguity, and turn creative ideas into executable plans.
Experience using evidence and feedback to measure adoption and behavioral change and improve outcomes.
Ability to work alongside workforce architecture, product, technology, and Business Partner teams with clear hand-offs and no duplication of accountability.

Nice To Haves

Product management, product operations, or service-design experience.
AI-enabled workflow, intelligent automation, or agentic transformation experience.
Organization design, operating-model, or skills-transformation experience, with an understanding of how workforce decisions affect adoption.
Financial-services experience; useful but not required.

Responsibilities

Lead large-scale enterprise change initiatives connected to AI-enabled work redesign, from early pilots through enterprise scale.
Assess the implications of agreed work and workforce changes for leaders, employees, stakeholders, behaviors, controls, and ways of working.
Own the change strategy, sponsorship model, stakeholder engagement, readiness, communications, leader enablement, employee engagement, and learning and transition support.
Partner with functions, Workforce Architects, Product, Technology, and Business Partners from discovery through launch so adoption is built into the solution.
Identify readiness risks and resistance early and design proportionate interventions to embed and sustain new work and workforce models.
Establish adoption baselines, measure adoption and behavioral change, and identify barriers after launch.
Use adoption evidence and operational learning to improve work and workforce design with functions and Workforce Architects.
Use AI to synthesize stakeholder input and develop change-impact assessments, communications, learning materials, and leadership briefings; validate accuracy, tone, audience needs, and organizational context before sharing.
Equip teams to prompt effectively, critically review AI outputs, and apply human-in-the-loop responsibilities, including when to intervene, obtain approval, or escalate.
Develop reusable change patterns and operationalize a work-redesign change-management playbook.
Challenge incremental thinking and help leaders imagine fundamentally different ways of working.