Job Purpose

The Staff Change Manager serves as a reliable ally within the Technical Program Governance team, tasked with facilitating the smooth integration of intricate, extensive technical changes. This position guarantees the attainment of organizational preparedness, cultural congruence, and lasting acceptance for projects like portfolio management, architecture oversight, and significant system advancements.

Seeking candidates with strong skills in change management, emotional intelligence, and organizational literacy.

Experience and Qualifications

Essential:

• Demonstrated ability to lead multiple large-scale, cross-functional Change programs simultaneously and independently
• Skilled communicator with a history of outstanding collaboration with executives and ensuring alignment
• Strong organizational competence and ability to navigate intricate business environments
• Extensive knowledge of Change management methodologies and capability to customize strategies for a worldwide scope
• Proficient at evaluating Change impact, minimizing risk, modifying strategy through data, presenting compelling reports to senior leaders and participants
• Culturally intelligent and highly collaborative in cross-regional teams and scenarios
• Competence in broadening organizational Change proficiency, involving the formulation of frameworks and toolkits
• Supports and assists others in developing Change strategies, achieving outcomes successfully and consistently within a global, matrixed environment
• Strategic problem solver who finds opportunities for expanded influence and impact within the Change domain, capable of developing both strategies and tactics to drive initiatives forward

Desirable:

• Change Management certification (e.g., Prosci, ACMP, CCMP)
• Experience advising executive leaders during business transformation
• Background in digital transformation, particularly in entertainment, tech, or gaming industries

Key responsibilities and scope for decision making

Change Program Delivery

• Lead multiple, simultaneous enterprise-level change initiatives across technical domains.
• Promote the use and longevity by anticipating and addressing resistance, building trust, and engaging collaborators at all levels.
• Translate complex technical and governance concepts into accessible narratives that resonate with business and cultural needs.
• Deliver consistent and compelling reports to management regarding risks, adoption progress, and outcomes.

Change Strategy & Governance

• Develop and advance the change strategy for Technical Program Governance, aligning it with enterprise priorities and long-term transformation roadmaps.
• Partner with executives and senior leaders to influence strategy and embed change management within governance and decision-making.
• Serve as a bridge between technical subject matter experts and the broader business, ensuring clarity, alignment, and cultural adoption.
• Act as an advocate for organizational change maturity, integrating both structural and cultural dimensions of transformation.

Framework Development & Capability Building

• Develop and refine change frameworks, playbooks, and toolkits that scale across technical programs and governance processes.
• Coach leaders and project teams on navigating resistance, fostering alignment, and applying change management guidelines.
• Facilitate high-impact workshops, forums, and training sessions to strengthen organizational change literacy.
• Build resilience and agility across the organization by fostering a culture open to transformation.

Key performance indicators

The individual will be measured on:

• Define, capture, analyze, and review metrics regularly across multiple Change programs for future planning and interventions.
• Implementation and use of Change frameworks and toolkits are demonstrated by their incorporation into designated projects, supported by recorded utilization and input from project leaders.
• Collaborative Change delivery efforts result in documented knowledge-sharing sessions, cross-functional contributions, and capability-building activities, with participation tracked and outcomes reported
• New chances for increased ownership of change and impact are recognized and implemented, with evident contributions to these efforts
• Senior collaborators and executive sponsors recognize strategic input and leadership contributions through formal feedback, engagement in key forums, and participation
• Continuously improve outcomes by applying lessons learned, feedback loops, and performance data.
• Define and track business value metrics tied to change adoption, such as operational efficiency gains, user experience improvements, or cost savings
• Integrate value realization tracking into post-implementation reviews, using insights to improve future strategy and decision-making