Change Manager

Wiley

2d•$89,100 - $127,700•Remote

About The Position

We are hiring a Change Manager to join Wiley's Delivery and Change Excellence function, reporting to the Director of Change Management. This is a hands-on role where you will be working directly on programs that matter most to Wiley, partnering with senior sponsors, project leads and colleagues across the business to support successful adoption of change. We are looking for someone with around seven years of change management experience, who can apply good judgment and operate confidently at pace in a large global organization.

Requirements

Around ten years of change management experience on programs affecting a large number of global stakeholders.
A track record of delivering clear, measurable change outcomes.
Able to describe specific situations, the actions you took and the outcomes achieved, rather than relying only on methodology or theory.
Experience measuring change adoption beyond training completion.
Be comfortable using AI as part of your day-to-day change management practice.
Strong written and verbal communication.
Comfortable writing for all audiences, from end users to executive sponsors.
Experience working closely with senior sponsors

Nice To Haves

Prosci, APMG or equivalent change management certification.
Experience of change management within a global, matrixed organization.
Already using AI tools in your own change management practice, with practical examples of how they have improved the way you work.
Experience of working alongside Program and Project Management, Learning, Operational Excellence and Portfolio Management Office functions.

Responsibilities

Lead change management on large transformation programs, working directly with project and/or program teams to identify and address the people impacts of change.
Build a clear picture of who is affected by a change, how, and what they will need to be ready for go-live.
Partner with senior sponsors to help them focus on the sponsorship activities that make the biggest difference.
Develop practical change plans that can adapt to evolving needs and changing circumstances.
Adapt your approach as business priorities, stakeholder needs and program requirements evolve.
Assess whether new ways of working are being adopted in practice, rather than relying solely on training completion metrics.
Use qualitative and quantitative measures to demonstrate adoption, progress, impact and value.
Communicate clearly and succinctly at all levels.
Communicate in a clear, straightforward way and make complex change understandable for different audiences.
Work with leaders, managers and end users to deliver clear, timely and effective communication.
Use AI tools appropriately to support change management activities and the people we support through change.