Senior Change and Adoption Manager

Schreiber Foods • Green Bay, WI

1d • Hybrid

About The Position

The Senior Change and Adoption Manager leads transformation efforts so people can adopt, sustain, and realize change. The role integrates change leadership and adoption across the transformation portfolio, making initiatives easier to understand, absorb, and sustain. It activates leaders, measures readiness and adoption, manages cumulative change load, and builds enterprise capability while keeping local adoption and sustainment owned by business and value stream leaders.

The position establishes enterprise change approaches, standards, playbooks, and tools; integrates change activities into initiatives; monitors readiness, proficiency, adoption risk, and change saturation; and defines measures for adoption and sustainment. It coaches leaders and initiative teams and partners with HR, Communications, plant and regional leaders, and other TMO roles to coordinate communications, training, feedback, capability building, and local sustainment.

This is a flexible hybrid role based at the Home Office in Green Bay, Wisconsin, with three days per week onsite and two days per week from home. The office includes collaboration spaces, R&D and sensory labs, culinary kitchens, a pilot plant, and an innovation center. A $10,000 relocation bonus and relocation package are available for eligible U.S. salaried hires relocating more than 50 miles.

Requirements

• Bachelor's degree in Business or a related field.
• 10 or more years of progressive experience in organizational change management, transformation, communications, HR, learning, consulting, or related work, including large cross-functional or enterprise-wide initiatives.
• Experience designing and executing change strategies, stakeholder engagement plans, sponsor roadmaps, readiness assessments, training strategies, communication plans, adoption measures, and sustainment approaches.
• Strong understanding of structured change-management methodologies, tools, and practices, including integration with stage gates, portfolio governance, process transformation, and value realization.
• Ability to coach executives, sponsors, people leaders, initiative teams, and front-line leaders through change.
• Ability to build trust, coach leaders, navigate resistance, facilitate difficult conversations, and influence adoption across diverse stakeholder groups.
• Clear, compelling communication skills and ability to translate complex changes into practical, audience-specific messages for front-line partners and executive leaders.
• Enterprise-minded, fact-based, curious, collaborative, willing to challenge constructively, able to simplify complexity, and committed to building capability in others rather than creating dependency on the TMO.
• Ability to build credibility with executives and front-line partners and influence outcomes across a federated network.
• Data-driven approach that also focuses on behaviors, adoption, and culture.
• Commitment to developing others and building capability that outlasts any single initiative.
• Ability to help the organization change how work gets done while preserving core cultural strengths.

Nice To Haves

• Prosci, CCMP, ACMP, Kotter, Agile change, Lean, or comparable change-management certification.

Responsibilities

• Set the enterprise change approach, standards, playbooks, and tools so transformation initiatives use consistent language, expectations, and adoption practices.
• Integrate stakeholder engagement, impact analysis, readiness planning, sponsor activation, training, communications, behavior change, and reinforcement into initiatives from the start.
• Assess and manage readiness, proficiency, adoption risk, change saturation, and cumulative change load across concurrent initiatives.
• Define and track adoption, proficiency, behavior-change, readiness, and sustainment measures alongside delivery and value metrics.
• Coach sponsors, value stream leaders, initiative teams, and functional leaders to lead change, communicate clearly, model required behaviors, and reinforce adoption.
• Partner with HR, Communications, plant and regional leaders, and other TMO roles to coordinate and lead communications, training, feedback loops, capability building, and local sustainment ownership.

Benefits

• Employee Stock Ownership Plan (ESOP) participation from day one.
• An 8% 401(k) match into the ESOP and an additional company retirement contribution of about 8% of earnings.
• Opportunity to earn incentive pay twice a year when company goals are met.
• $10,000 relocation bonus and a relocation package for eligible U.S. salaried hires relocating more than 50 miles.
• Up to $5,000 annually toward childcare costs.
• Wellness Incentive and employer-funded Lifestyle Spending Account for fitness, mental health, and other lifestyle expenses.
• Role- and career-relevant development opportunities.
• Tuition reimbursement.
• Medical, prescription drug, dental, and vision benefits starting day one.
• Access to an onsite nurse and mental health counselor.
• Partners Helping Partners program for partners who need extra help.
• Free coffee, soda, and popcorn at the Home Office.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior