Frontline Recruiting Change Manager

Patagonia•Reno, NV

1d•Hybrid

About The Position

The Frontline Recruiting Change Manager will play a critical role in strengthening and stabilizing frontline recruiting by leading change management, learning and development, project deliverables, and communication planning to support the adoption and integration of key recruiting technologies, particularly Paradox and Criteria. This role will also build the foundational resources, training, and standardized processes needed to scale and sustain frontline recruiting effectively. This role will partner closely with Talent Operations, Hiring Managers, and People & Culture partners to create clarity, consistency, and confidence across frontline recruiting and operations. The Change Manager brings a practical, people-centered approach to change, helping teams design and deliver training that translates new tools and processes into day-to-day recruiting practices.

Requirements

Experience leading or supporting change management initiatives, ideally in hiring, HR, talent, or people operations environments, including deploying new technology and updating recruiting policies.
Experience implementing or supporting technology adoption, preferably within recruiting or frontline contexts.
Strong change management and adoption skills, including planning, coordination, and delivery across multiple stakeholders.
Experience designing and delivering training materials that translate new systems, processes, and expectations into simple, just-in-time, usable, and accessible guidance for frontline teams.
Highly experienced in creating training materials, process documentation, or enablement resources.
Experience working cross-functionally with Recruiters, Hiring Managers, and People & Culture partners.
Comfort translating strategy into clear, actionable tools and resources.

Nice To Haves

Familiarity with frontline or high-volume recruiting environments (Retail, DC, CX, or similar) is strongly preferred.

Responsibilities

Lead Change Management & Technology Adoption: Design and deliver training to support rollout, adoption, and sustained use of frontline recruiting technologies. Partner with Talent Operations to develop and execute change management strategies that support frontline teams through new tools, workflows, and expectations. Identify adoption risks and training needs, then design and deliver interventions to address them.
Build & Maintain Frontline Recruiting Resources: Develop, organize, and maintain resources to support frontline hiring, including training documentation, communication plans, interview guides, and process documentation. Support the creation and continuous improvement of resource-first tools that enable recruiters and hiring managers to self-serve effectively. Partner with the Talent Operations Manager, Project Manager, Enablement, Talent Coordinators, Hiring Managers, and Frontline Recruiters to ensure materials reflect real-world needs and are simple, usable, and consistent.
Enable Standardization Across Frontline Recruiting: Build evergreen training and guidance that standardizes frontline recruiting processes, interview practices, hiring manager workflows, and best practices. Partner with the Talent Operations Manager and leadership to document, communicate, and reinforce frontline recruiting policies and best practices alongside new technology. Help reduce variability across teams while honoring the unique needs of Retail, Distribution Centers, and Customer Experience.
Drive Training & Capability Building: Design and deliver training and learning experiences related to frontline recruiting technology, tools, and processes. Build shared understanding of roles, workflows, and standards across recruiters and cross-functional partners. Translate program goals into practical, frontline-ready guidance that teams can apply immediately.
Change Enablement & Stakeholder Partnership: Proactively manage timelines, dependencies, and deliverables across multiple workstreams, surfacing risks and proposing mitigation plans. Partner closely with the Talent Operations Manager, Project Manager, Enablement, Talent Coordinators, Hiring Managers, and Frontline Recruiters.