Job Description

Locations: CAMDEN, New Jersey; Irving, Texas

Categories: Human Resources

Req ID: 31202

Overview

The Manager, Organizational Change Management (OCM) will establish and lead change enablement efforts supporting strategic change initiatives. This role will serve as the primary resource responsible for helping leaders and teams successfully navigate organizational, operational, and behavioral change.

Reporting to the Vice President, Talent Development, this individual will initially operate as an independent contributor responsible for building foundational tools, supporting high-impact initiatives (including enterprise system implementations), and embedding structured change practices into key business efforts.

This role partners closely with HR, Communications, Operations, and business leadership to ensure initiatives translate into adoption, alignment, and sustained outcomes.

Responsibilities

Strategic Change Support

• Partner with initiative leaders to assess change impact, readiness, and risk
• Develop practical change strategies aligned with business objectives
• Guide leadership stakeholders through transition planning and cultural shifts
• Monitor adoption indicators and recommend mitigation actions

Stakeholder & Leadership Engagement

• Map stakeholder landscapes and influence networks
• Align executive sponsors and key leaders
• Coach leaders on communication and reinforcement expectations
• Identify and address resistance or misalignment

Communications Strategy

• Shape initiative narratives aligned with business priorities
• Develop targeted messaging approaches and timing
• Support leadership cascade planning
• Ensure feedback loops inform adjustments

Training & Enablement Coordination

• Identify readiness gaps across impacted populations
• Coordinate role-based learning and support
• Partner with L&D resources as needed
• Reinforce post-launch adoption

Capability Development

• Establish lightweight change tools and templates
• Introduce scalable practices into HR-led initiatives
• Build awareness of structured change approaches
• Support maturation of organizational change discipline

Initial Priority Focus

• Immediate: Support change execution for Workday implementation
• Intermediate: Change support within HR program rollouts and functional changes
• Long Term: Define organizational change best practices for enterprise initiatives

Qualifications

Qualifications:

• 5+ years experience supporting organizational or operational change initiatives
• Bachelor’s degree in Business, Organizational Development, Human Resources, or another relevant degree.
• Change Management Certification (Prosci Preferred)
• Experience partnering with business leaders on complex initiatives
• Exposure to system implementations or process transformation strongly preferred

Skills:

• Strong stakeholder influence without formal authority
• Ability to translate strategy into practical action
• Clear and structured communication thinking
• Organizational awareness and political navigation
• Comfort working independently in ambiguous environments

Other:

• Travel: Ad-hoc basis to support specific change initiatives (Max. 15-20%)
• Experience with HRIS systems and talent management software, (Workday preferred)
• Strong knowledge of current trends and best practices in change management and organizational development strategies

We are excited to share that the base salary range for this position is $108,000 - $120,000. This position is also eligible for an annual discretionary bonus of 3%. NFI takes into consideration applicants' qualifications, experience, education, and geographic location when determining a starting rate of pay.

Employees are also eligible for a robust benefit program, which includes Medical, Dental, Vision, Prescription Drug Coverage, 401k Plan, Wellness Program, Life Insurance, Paid Time Off, and Paid Parental Leave, among other benefit plan options.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

LA County Applicants: The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws.

Profit Center

PC-4030