Sr Manager, Change & Talent Management

Vantive•Deerfield, IL

4d•$144,000 - $198,000

About The Position

Vantive is seeking a strategic and execution-oriented Senior Manager of Talent Management to lead enterprise change management efforts. This role will focus on enabling business transformation, strengthening organizational readiness, and accelerating the adoption of critical organizational changes. The position involves building structured change strategies, stakeholder engagement plans, communications, readiness approaches, and adoption measures to guide leaders, managers, and employees through change. The role will act as a change management lead and strategic partner for projects and enterprise initiatives, collaborating with senior leaders, HR partners, and cross-functional teams to translate strategy into actionable change plans. While change management is the primary focus, the role will also support employee experience, culture and engagement, organizational effectiveness, leadership and team development as integrated components of successful transformation. The ideal candidate will possess deep expertise in organizational change management within large, matrixed, multinational organizations, with the ability to diagnose change impacts, influence senior stakeholders, coach leaders through transition, and create practical tools and communications that drive adoption, engagement, and measurable outcomes.

Requirements

A bachelor’s degree or country equivalent in Human Resources, Industrial-Organizational Psychology, Organizational Development, Change Management, Communications, Training & Development, or related field.
6+ years of progressive experience in change management, talent management, organizational development, or related HR functions.
Demonstrated experience leading change management for global, enterprise-wide initiatives in large, matrixed multinational organizations.
Strong knowledge of structured change management methodologies, tools, and practices, including stakeholder analysis, impact assessment, readiness planning, resistance management, communications, training, adoption measurement, and sustainment.
Working knowledge of AI-enabled workplace tools and their practical application in fields like change management, communications, learning and employee engagement.
Proven ability to coach and influence executives, senior leaders, HR partners, project teams, and people managers through complex organizational change.
Experience supporting organizational effectiveness, organizational design, culture activation, employee engagement, leadership development, and team effectiveness.
Strong facilitation, consulting, communication, and stakeholder management skills.
Strong analytical and project management skills, with the ability to manage multiple priorities, measure adoption, and adjust plans based on feedback and data.
Exceptional PowerPoint skills, including the ability to build professional, persuasive presentations, tell effective stories, and design visually compelling leader guides, toolkits, and training materials.
Strong Excel and SharePoint skills.

Nice To Haves

Master’s degree or certifications in Change Management, Organizational Development, or related disciplines preferred
Prosci or equivalent change management certification strongly preferred

Responsibilities

Lead the design and execution of structured change management strategies for enterprise talent, organizational effectiveness, and transformation initiatives.
Conduct change impact assessments, stakeholder analyses, readiness assessments, risk identification, and adoption planning to support successful implementation.
Build integrated change plans that include sponsorship, communications, engagement, training, resistance management, adoption measurement, and sustainment activities.
Incorporate AI-enabled ways of working into change strategies, helping teams identify practical use cases, adoption barriers, readiness needs, and sustainment actions.
Partner with project teams and HR leaders to embed change management activities into initiative plans, timelines, governance, and success metrics.
Coach and advise senior leaders, HR partners, and people managers on their role as visible sponsors and change leaders.
Develop stakeholder engagement strategies that build alignment, manage resistance, and create ownership across functions, regions, and leadership levels.
Facilitate leadership alignment sessions, change readiness discussions, and manager enablement forums.
Create clear, compelling change narratives, communication plans, executive presentations, toolkits, FAQs, talking points, and leader guides.
Translate complex transformation priorities into practical, employee-centered messaging that supports understanding, commitment, and action.
Design and support training, manager enablement, and adoption resources that help employees and leaders move through change effectively.
Apply AI-enabled approaches to strengthen change communications, learning resources, and manager enablement materials.
Partner with cross-functional teams to enhance employee experience across moments that matter in the employee lifecycle.
Support culture activation by ensuring values and expected behaviors are embedded into change plans, talent practices, communications, and leadership behaviors.
Use data, employee listening insights, and AI-enabled analysis where appropriate to identify engagement risks, adoption barriers, and opportunities to improve the change experience.
Support organizational design and transition efforts, organizational effectiveness strategies, assessments, diagnostics, and capability-building approaches.
Collaborate on the design and production of critical leadership operating mechanisms, including enterprise leadership meetings and alignment forums.
Design and lead high-performing team programs and scalable leadership development initiatives that build the capabilities required to lead through change.
Coach and advise senior leaders to build high-performing, inclusive, and resilient teams during periods of transition.
Facilitate leadership sessions, off-sites, team effectiveness workshops, and change enablement sessions as needed.