Northgate Market
The Change Management Manager will lead the people side of transformation across Northgate, ensuring new processes, systems, and ways of working are embraced by associates and sustained over time. This role partners closely with associates, leaders, and cross‑functional teams to understand impact realities, build trusted relationships, and translate change into clear, practical actions for associates. With a strong foundation in emotional intelligence, the Change Management Manager anticipates reactions to change, addresses concerns with empathy, and inspires commitment through authentic communication and influence.
This role sits within the Learning & Talent team and leads the end‑to‑end delivery of people‑focused change initiatives ensuring that desired business outcomes are achieved. Effective development and delivery of change management programs including learning, training needs, leadership capabilities, talent processes, HR and organizational system rollouts impacting adoption. The role drives adoption by aligning stakeholders around a shared purpose, equipping leaders to lead change locally, and creating an environment where associates feel heard, supported, and motivated to perform through transition.
This role blends strong project management discipline with structured change management methodology to drive stakeholder management and alignment, readiness, impact analysis, adoption, and measurable outcomes, partnering closely with HR COEs, Communications, IT, and business leaders. (Change + project management integration is a known best practice.)
ESSENTIAL DUTIES AND RESPONSIBILITIES :
Lead the People Side of Change
Own change strategies for enterprise and operational initiatives, ensuring smooth adoption across stores, distribution, and support teams.
Build and execute cross‑functional change plans aligned to project plans (communications, sponsor engagement, leader enablement, training, impacts, dependencies, resistance management, risks and sustainment).
Apply an industry‑recognised change framework (e.g., Prosci ADKAR or other change methodology) to diagnose readiness, anticipate adoption gaps, and drive reinforcement.
Build Frontline Readiness
Translate change impacts into practical actions for leaders and associates; ensure tools and messaging resonate with frontline realities.
Coach leaders at all levels to role‑model change, address resistance, and lead with empathy during transitions.
Drive adoption and sustainment through the design of reinforcement plans, feedback loops, and recognition to ensure new processes stick with associates.
Stakeholder Engagement
Develop strong relationships with operations, HR, IT, and business leaders to align on goals, timing, and impacts of change.
Map stakeholders and impacts; develop engagement strategies for executives, HR, and frontline audiences.
Emotionally Intelligent Communication
Craft and deliver communication at all levels that acknowledges concerns, reinforces purpose, and builds trust with the audience.
Create clear, audience‑specific communications and toolkits (FAQs, talking points, timelines, “what’s changing/what’s not,” leader scripts).
Measure Success
Conduct change impact and readiness assessments; adjust strategies based on associate feedback and adoption metrics.
Identify and address resistance by proactively surfacing barriers, listening deeply, and working with leaders to resolve concerns constructively.
Track adoption, engagement, and performance indicators to demonstrate value and continuously improve change approaches.
Learning & enablement execution (in partnership with L&D)
Coordinate learning design/delivery plans.
Ensure learning solutions and change activities align to business goals and are measured for effectiveness.
Design, develop, coordinate and deliver training courses required to support change initiatives (curriculum, job aids, train‑the‑trainer, reinforcement); incorporate specified L&D methodologies and delivery channels to ensure high levels of learner engagement.
Embed Change Capability (in partnership with L&D)
Build change leadership skills across the organization to strengthen long‑term change maturity and grow leadership capability for future organisational change.
Demonstrates empathy and self‑awareness in high‑change environments.
Reads emotional cues and adapts approach to meet associates and leaders where they are.
Builds psychological safety so people feel heard and supported.
Relationship Building & Influence
Establishes trust quickly with leaders and cross‑functional partners.
Influences without authority through credibility, listening, and shared purpose.
Navigates diverse perspectives to gain alignment and commitment.
Drives Engagement
Creates energy and buy‑in around change through compelling purpose and storytelling.
Engages associates in shaping solutions, not just receiving them.
Recognises and reinforces behaviors that support adoption.
Partners seamlessly across operations, HR, IT, and business teams.
Breaks down silos to ensure coordinated, people‑centred change delivery.
Values input from the front‑lines as critical to successful design.
Courage
Addresses resistance and difficult conversations directly and respectfully.
Challenges leaders when change plans overlook frontline impact.
Advocates for associates’ needs, even under pressure.
Decision Quality
Uses data, feedback, and experience to make sound, timely decisions.
Balances speed with thoughtful consideration of people impacts.
Adjusts course based on results and frontline insights.
Change & Communication Expertise
Applies structured change methodologies with flexibility for the retail environment.
Communicates clearly, simply, and consistently in fast‑paced operations.
Translates complex change into practical, actionable steps.
Drives Results
Focuses on measurable adoption and performance outcomes, not just activities.
Holds self and partners accountable for sustainment of change.
Consistently achieves results, even under tough circumstances.
Manages Complexity
Makes sense of complex, high‑quantity, and sometimes contradictory information to effectively solve problems.
Asks questions to encourage others to think differently and enrich their analyses of complex situations.
Accurately defines the key elements of complex, ambiguous situations.
Situational Adaptability
Adapts approach and demeanour in real time to match the shifting demands of different situations.
Serves as an example of adaptability and provides guidance and support to help others adapt to new situations.
Considers the needs of associates, stakeholders, and the organisation.
Education/Experience/Skills
Bachelor’s Degree or related experience.
Values Driven, culturally aligned and motivated.
Bilingual proficiency in English and Spanish, including the ability to accurately translate written and verbal communications between both languages.
Courage to challenge norms yet knows when to say when.
Inspirational leader with strong cross‑functional influence.
Natural developer and teacher of people.
Adaptive mindset and ability to change course and plans based on needs of the project.
Deep experience with driving change successfully through an organisation.
Demonstrated conflict resolution through root cause analysis.
This role resides on‑site in the corporate offices in Anaheim, California.
5+ years leading cross‑functional projects, including people/process change (HR, Talent, Learning, OD, or enterprise transformation).
Demonstrated experience building and executing change plans that drive adoption (communications, stakeholder engagement, manager enablement, training coordination).
Strong project management fundamentals (workplans, dependencies, RAID, status reporting).
Excellent executive‑level communication, facilitation, and influence skills.
Preferred
Master’s degree preferred or related experience.
Industry experience preferred: Advertising/Marketing, Brand, Financial, Restaurant/Food, Agency.
Prosci certification (or equivalent) and hands‑on application of ADKAR or similar methodology.
PMP, CAPM, or similar PM credential.
Experience supporting multi‑site, frontline/operations‑heavy environments and scaling change communications.
Comfort with HR/talent systems and learning platforms (HRIS/LMS), and data‑driven measurement.
Salary Range: $95,3116-$121,528
Physical Demands and Conditions
The physical demands described below are representative of those that must be met by an employee to successfully perform the essential functions of this job. Some requirements may be modified to accommodate individuals with disabilities.
While performing the duties of this job, the employee is regularly required to sit; stand; and use the hands to handle, finger, or feel objects, tools or controls.
The employee must frequently walk, talk or hear, and reach with the hands and arms; occasionally, the employee must crouch or kneel.
The employee must occasionally exert or lift to 15 pounds carrying boxes of records and forms and frequently exert or lift moderate amounts of weight.
Successful performance requires specific vision abilities that include close vision and the ability to adjust focus.
The job requires the ability to travel.
The work environment is that typical of an office and retail store. The noise level in the work environment is usually quiet.
IMPORTANT DISCLAIMER NOTICE
The job duties, elements, responsibilities, skills, functions, experience, educational factors, and the requirements and conditions listed in this job description are representative only and not exhaustive of the tasks that an employee may be required to perform. The Employer reserves the right to revise this job description at any time and to require employees to perform other tasks as circumstances or conditions of its business or the work environment change.
Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
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This role sits within the Learning & Talent team and leads the end‑to‑end delivery of people‑focused change initiatives ensuring that desired business outcomes are achieved. Effective development and delivery of change management programs including learning, training needs, leadership capabilities, talent processes, HR and organizational system rollouts impacting adoption. The role drives adoption by aligning stakeholders around a shared purpose, equipping leaders to lead change locally, and creating an environment where associates feel heard, supported, and motivated to perform through transition.
This role blends strong project management discipline with structured change management methodology to drive stakeholder management and alignment, readiness, impact analysis, adoption, and measurable outcomes, partnering closely with HR COEs, Communications, IT, and business leaders. (Change + project management integration is a known best practice.)
ESSENTIAL DUTIES AND RESPONSIBILITIES :
Lead the People Side of Change
Own change strategies for enterprise and operational initiatives, ensuring smooth adoption across stores, distribution, and support teams.
Build and execute cross‑functional change plans aligned to project plans (communications, sponsor engagement, leader enablement, training, impacts, dependencies, resistance management, risks and sustainment).
Apply an industry‑recognised change framework (e.g., Prosci ADKAR or other change methodology) to diagnose readiness, anticipate adoption gaps, and drive reinforcement.
Build Frontline Readiness
Translate change impacts into practical actions for leaders and associates; ensure tools and messaging resonate with frontline realities.
Coach leaders at all levels to role‑model change, address resistance, and lead with empathy during transitions.
Drive adoption and sustainment through the design of reinforcement plans, feedback loops, and recognition to ensure new processes stick with associates.
Stakeholder Engagement
Develop strong relationships with operations, HR, IT, and business leaders to align on goals, timing, and impacts of change.
Map stakeholders and impacts; develop engagement strategies for executives, HR, and frontline audiences.
Emotionally Intelligent Communication
Craft and deliver communication at all levels that acknowledges concerns, reinforces purpose, and builds trust with the audience.
Create clear, audience‑specific communications and toolkits (FAQs, talking points, timelines, “what’s changing/what’s not,” leader scripts).
Measure Success
Conduct change impact and readiness assessments; adjust strategies based on associate feedback and adoption metrics.
Identify and address resistance by proactively surfacing barriers, listening deeply, and working with leaders to resolve concerns constructively.
Track adoption, engagement, and performance indicators to demonstrate value and continuously improve change approaches.
Learning & enablement execution (in partnership with L&D)
Coordinate learning design/delivery plans.
Ensure learning solutions and change activities align to business goals and are measured for effectiveness.
Design, develop, coordinate and deliver training courses required to support change initiatives (curriculum, job aids, train‑the‑trainer, reinforcement); incorporate specified L&D methodologies and delivery channels to ensure high levels of learner engagement.
Embed Change Capability (in partnership with L&D)
Build change leadership skills across the organization to strengthen long‑term change maturity and grow leadership capability for future organisational change.
Demonstrates empathy and self‑awareness in high‑change environments.
Reads emotional cues and adapts approach to meet associates and leaders where they are.
Builds psychological safety so people feel heard and supported.
Relationship Building & Influence
Establishes trust quickly with leaders and cross‑functional partners.
Influences without authority through credibility, listening, and shared purpose.
Navigates diverse perspectives to gain alignment and commitment.
Drives Engagement
Creates energy and buy‑in around change through compelling purpose and storytelling.
Engages associates in shaping solutions, not just receiving them.
Recognises and reinforces behaviors that support adoption.
Partners seamlessly across operations, HR, IT, and business teams.
Breaks down silos to ensure coordinated, people‑centred change delivery.
Values input from the front‑lines as critical to successful design.
Courage
Addresses resistance and difficult conversations directly and respectfully.
Challenges leaders when change plans overlook frontline impact.
Advocates for associates’ needs, even under pressure.
Decision Quality
Uses data, feedback, and experience to make sound, timely decisions.
Balances speed with thoughtful consideration of people impacts.
Adjusts course based on results and frontline insights.
Change & Communication Expertise
Applies structured change methodologies with flexibility for the retail environment.
Communicates clearly, simply, and consistently in fast‑paced operations.
Translates complex change into practical, actionable steps.
Drives Results
Focuses on measurable adoption and performance outcomes, not just activities.
Holds self and partners accountable for sustainment of change.
Consistently achieves results, even under tough circumstances.
Manages Complexity
Makes sense of complex, high‑quantity, and sometimes contradictory information to effectively solve problems.
Asks questions to encourage others to think differently and enrich their analyses of complex situations.
Accurately defines the key elements of complex, ambiguous situations.
Situational Adaptability
Adapts approach and demeanour in real time to match the shifting demands of different situations.
Serves as an example of adaptability and provides guidance and support to help others adapt to new situations.
Considers the needs of associates, stakeholders, and the organisation.
Education/Experience/Skills
Bachelor’s Degree or related experience.
Values Driven, culturally aligned and motivated.
Bilingual proficiency in English and Spanish, including the ability to accurately translate written and verbal communications between both languages.
Courage to challenge norms yet knows when to say when.
Inspirational leader with strong cross‑functional influence.
Natural developer and teacher of people.
Adaptive mindset and ability to change course and plans based on needs of the project.
Deep experience with driving change successfully through an organisation.
Demonstrated conflict resolution through root cause analysis.
This role resides on‑site in the corporate offices in Anaheim, California.
5+ years leading cross‑functional projects, including people/process change (HR, Talent, Learning, OD, or enterprise transformation).
Demonstrated experience building and executing change plans that drive adoption (communications, stakeholder engagement, manager enablement, training coordination).
Strong project management fundamentals (workplans, dependencies, RAID, status reporting).
Excellent executive‑level communication, facilitation, and influence skills.
Preferred
Master’s degree preferred or related experience.
Industry experience preferred: Advertising/Marketing, Brand, Financial, Restaurant/Food, Agency.
Prosci certification (or equivalent) and hands‑on application of ADKAR or similar methodology.
PMP, CAPM, or similar PM credential.
Experience supporting multi‑site, frontline/operations‑heavy environments and scaling change communications.
Comfort with HR/talent systems and learning platforms (HRIS/LMS), and data‑driven measurement.
Salary Range: $95,3116-$121,528
Physical Demands and Conditions
The physical demands described below are representative of those that must be met by an employee to successfully perform the essential functions of this job. Some requirements may be modified to accommodate individuals with disabilities.
While performing the duties of this job, the employee is regularly required to sit; stand; and use the hands to handle, finger, or feel objects, tools or controls.
The employee must frequently walk, talk or hear, and reach with the hands and arms; occasionally, the employee must crouch or kneel.
The employee must occasionally exert or lift to 15 pounds carrying boxes of records and forms and frequently exert or lift moderate amounts of weight.
Successful performance requires specific vision abilities that include close vision and the ability to adjust focus.
The job requires the ability to travel.
The work environment is that typical of an office and retail store. The noise level in the work environment is usually quiet.
IMPORTANT DISCLAIMER NOTICE
The job duties, elements, responsibilities, skills, functions, experience, educational factors, and the requirements and conditions listed in this job description are representative only and not exhaustive of the tasks that an employee may be required to perform. The Employer reserves the right to revise this job description at any time and to require employees to perform other tasks as circumstances or conditions of its business or the work environment change.
Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
#J-18808-Ljbffr