Change Enablement Senior Manager

Company

Cox Automotive - USA

Business Operations

Change Enablement Sr Manager

Sr Manager - Non People LeaderHybrid - Ability to work remotely part of the week

No

Day

Compensation

Compensation includes a base salary in the range of $122,600.00 - $204,400.00. The base salary may vary within the anticipated base pay range based on factors such as the ultimate location of the position and the selected candidate’s knowledge, skills, and abilities. Position may be eligible for additional compensation that may include an incentive program.

The Change Enablement Senior Manager is an experienced change practitioner within the Cox Automotive Product and Technology Group’s (CAPTG) Change Enablement Team. Primary role responsibilities include high-quality change planning and adoption across multiple change initiatives in all assigned change release cycles, tight collaboration with core change team partners from Corporate Communications, IT Governance, Solution Delivery, and CAPTG COEs, and elevating the capabilities of other change practitioners on the team through modeling and mentorship.

This role reports directly to the Change Enablement Director and serves as a critical bridge between strategic direction and to-the-individual-level change adoption. The ideal candidate brings deep change management expertise, sound judgment in ambiguous environments, and a genuine commitment to team success. They operate with both rigor and adaptability, maintaining quality across complex, concurrent releases while remaining a trusted partner and collaborator for their stakeholders and peers.

 

Core Responsibilities

Release Execution

• Own end-to-end delivery of the release-level change plan, support the Delivery Stream Engineers (DSE) in local change and resistance management efforts, coordinate training across all changes within an assigned release, measure adoption and change health.

• Serve as the integration point across the core change team, including the Change Lead, Communications Lead, IT Governance, DSEs, and COE Subject Matter Experts, maintaining the release-level view and ensuring plan coherence before each phase gate.

• Ensure all release-level change planning deliverables are completed on schedule and meet the quality standards defined in the change release process.

• Onboard the DSEs and people leaders before adoption begins; confirm engagement is documented and substantive, not just attendance.

• Support the DSEs throughout the adoption phase, facilitate a regular cadence of touchpoints and real-time updates to keep the DSEs informed on decisions, progress, and plan changes.

• Provide guidance on resistance management, monitor adoption signals, and escalate risks to the Change Enablement Director as observed.

• Own complete, accurate change package artifacts for every active release; update with material changes as they occur.

Mentorship and Team Development

• Provide active, ongoing mentorship to Change Enablement team members serving in a Change Lead capacity, supporting their development through idea exchange, artifact review, and shared retrospectives.

• Serve as a team member resource for practitioners facing resistance, sponsor misalignment, or change deliverable quality challenges.

• Model expert-level practitioner behavior and support the growth and success of the team.

Process and Quality

• Maintain deep fluency in the CAPTG 8-week change release process and ADKAR-aligned deliverables framework, model consistent application across all releases.

• Identify and flag structural friction points in the pipeline based on direct release experience, share recommendations with the Change Enablement Director for process refinement.

• Support the Director in building the scaling model for concurrent releases — contributing practitioner-level insigh