Change Manager

The Senior Manager, Change Management & Talent Integration is a broad, high-ownership role that spans how AutoNation runs its core talent programs, transforms internally, and integrates externally through growth. This person leads change management for major Talent Strategy initiatives, own the M&A talent integration playbook, architect the enterprise onboarding program, and ensure a seamless candidate-to-associate experience in partnership with Talent Acquisition.This is a high-visibility, high-autonomy role for someone who builds structure where none exists, thinks in systems, and understands that the best talent programs are only as good as the processes and adoption behind them. No two workstreams look the same—and that’s the point.This role is fully onsite out of our HQ in Fort Lauderdale, FL.What You Own :Change Management — Talent Program ActivationDevelop and lead change management strategies for enterprise talent initiatives—including performance management redesigns, listening program launches, skills architecture rollouts, and workforce planning implementationsBuild stakeholder engagement plans, communication frameworks, and resistance mitigation strategies tailored to field leaders, HRBPs, and associatesDesign and execute readiness assessments, adoption tracking, and post-launch reinforcement plans to ensure programs stick beyond rolloutPartner closely with program owners across the CoE to embed change management into program design from day one—not as an afterthoughtTranslate complex talent initiatives into simple, compelling narratives for field leaders and frontline managersEstablish change management standards, tools, and templates that become reusable infrastructure for the teamM&A Talent IntegrationOwn the talent integration workstream for AutoNation acquisitions—from early-stage due diligence through full post-close integrationDevelop and maintain a scalable M&A talent integration playbook covering culture assessment, org design, role mapping, associate communications, and Day 1 readinessPartner with Corp Development, Operations, Legal, and HR leadership to ensure talent considerations are embedded in deal timelinesConduct talent risk assessments on target organizations—identifying key talent, retention risks, cultural gaps, and structural redundanciesLead associate-facing communications and change journeys for acquired teams—ensuring a consistent, human experience from announcement through integrationTrack integration health metrics and surface issues early; act as the early-warning system for talent-related integration risksBuild institutional knowledge and lessons learned after each acquisition to continuously improve the playbookDesign and lead structured onboarding journeys for acquired associates—covering AutoNation culture, DRIVE values, systems access, and role clarity—ensuring new teams feel informed and connected from Day 1 through their first 90 daysOnboarding Program DesignOwn the architecture and continuous improvement of AutoNation’s enterprise onboarding program—designing the framework, milestones, and experience touchpoints that set new associates up for long-term successPartner with the Associate Experience Specialist and HRBPs to ensure onboarding is consistent, scalable, and reflective of the AutoNation culture and DRIVE valuesDefine and maintain onboarding standards across roles and levels—including Day 1 logistics, 15/45/90-day check-in frameworks, and manager onboarding guidesUse Signal listening data and lifecycle survey insights (Onboarding Day 15/45/90) to identify gaps and continuously refine the onboarding experienceBuild onboarding toolkits and resources that enable HRBPs and people leaders to deliver a high-quality experience at scale, without requiring central coordination for every hireTrack onboarding effectiveness through retention, engagement, and time-to-productivity metrics—reporting insights to leadership and recommending improvementsCandidate-to-Associate Experience & TA HandoffOwn the design of a seamless handoff protocol between Talent Acquisition and Talent Development—ensuring the associate’s experience from offer acceptance through their first 90 days feels like one connected journey, not two disconnected onesPartner with TA leadership to map the current candidate-to-hire experience, identify friction points, and co-design a handoff process that preserves candidate momentum and sets new associates up for success from Day 1Define what information, context, and connection travels with the associate from TA to TD—ensuring the onboarding experience is personalized, informed, and never starting from zeroDesign and maintain pre-boarding touchpoints between offer and start date—keeping candidates engaged, informed, and confident in their decision before they walk through the doorPartner with the Associate Experience Specialist to connect candidate experience survey data and Day 15/45/90 insights back into handoff and onboarding program improvements—closing the loop between what candidates experience and what the program deliversEstablish and track handoff health metrics—monitoring early attrition, onboarding completion, and new hire engagement to identify breakdown points and drive continuous improvementStrategic Partnership & Org EffectivenessServe as a thought partner to the Director, VP & CHRO on change strategy, org readiness, and integration best practicesAdvise HRBPs and Talent Advisors on change management principles when rolling out market-level talent programsConnect M&A integration learnings to broader workforce planning and org design work—identifying patterns across acquisitions that inform enterprise strategyPeople LeadershipProvide day-to-day direction, coaching, and development support for the Workforce Planning & Skills Specialist — setting clear priorities, removing obstacles, and ensuring work is connected to the team's broader strategic goalsConduct regular 1:1sPartner with the Director on goal-setting, performance reviews, and development planning for the Workforce Planning & Skills SpecialistServe as the first point of escalation for questions, decisions, and workload prioritization within the workforce planning and skills functionQualificationsMinimum Qualifications7+ years of progressive experience in change management, HR transformation, or organizational effectivenessDemonstrated experience leading end-to-end change management for enterprise-wide HR or talent programsProsci ADKAR certification or equivalent change management methodology trainingExperience supporting M&A transactions from a talent, HR, or organizational integration perspectiveStrong project management skills—able to manage multiple workstreams with competing timelines and stakeholdersExceptional written and verbal communication skills; proven ability to build executive-ready materials and field-facing communications simultaneouslyComfortable operating in ambiguity and building structure in environments where the playbook doesn’t yet existExperience partnering across HR functions (e.g. Talent Acquisition, HRBPs, CoE) to design cross-functional processes or handoffsHigh degree of emotional intelligence—this role interacts with associates in uncertainty and leaders under pressurePreferred QualificationsExperience in a multi-unit retail, automotive, or operationally complex organizationFamiliarity with HR tech platforms (Workday, Perceptyx, ServiceNow) and how they intersect with change activationBackground in internal communications, org design, or workforce strategyExperience building reusable toolkits, playbooks, or frameworks that scale across a large, distributed workforceExciting Benefits and Perks Await You:Competitive compensation and 401k matchingEnjoy a healthy work-life balance with insurance plans (health, dental, vision) and maternity benefits.Associate purchase and discount programs for new and pre-owned vehicles, services, parts, collision, accessories, and AutoGearAccess amazing deals and discounts through YouDecide, a website with offers from top providers and retailersJoin our DRVPNK mission to raise and donate millions of dollars to cancer research and treatment, partnering with cancer charities nationwideAutoNation is one of the largest automotive retailers in the United States, offering innovative products, exceptional services, and comprehensive solutions, empowering our customers to make the best decisions for their needs. With a network of dealerships nationwide strengthened by a recognized brand, we offer a wide variety of new and used vehicles, customer financing, parts, and provide expert maintenance and repair services. Through DRV PNK, we have raised over $40 million for cancer-related causes, demonstrating our commitment to making a positive difference in the lives of our Associates, Customers, and the communities we serve.AutoNation is committed to creating a diverse, equitable, and inclusive environment in our workplace and the services we provide. We welcome candidates from all backgrounds who are passionate about making a positive impact. Even if you do not meet every requirement, we encourage you to apply. Join our team and help us foster a culture of belonging while contributing to our revolutionary work in the automotive industry. We value innovation, teamwork, and a commitment to making a positive impact in the world. #J-18808-Ljbffr