Change Enablement Manager

Company
Cox Automotive - USA
Job Family Group
Business Operations
Job Profile
Change Enablement Manager
Management Level
Manager - Non People Leader
Flexible Work Option
Hybrid - Ability to work remotely part of the week
Travel %
No
Work Shift
Day
Compensation
Compensation includes a base salary in the range of $111,500.00 - $185,900.00. 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.
Job Description
The Change Enablement 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 insight into capacity and quality tradeoffs.
Apply AI-assisted tools to change management workflows; identify time saved and share workflow improvements with the team each release cycle.
Stakeholder Engagement
Build and maintain effective working relationships with DSEs, COE SMEs, and core change partners across assigned releases.
Gather inputs from multiple subject matter experts and synthesize into change strategies that speak to all thinking preferences — the what, the why, the how, and the who.
Participate in planning phase meetings and IT Governance forums as appropriate; bring a change practitioner perspective to influence stakeholder decision-making.
Required Qualifications
Bachelor's degree and a minimum of 6 years of experience in organizational change management, with at least 2 years in a change practitioner or informal leadership capacity.
The right candidate could also have a different combination such as a master’s degree and 4 years of experience, a PhD and 1 year of experience, or 10 years of experience in lieu of education.
Demonstrated experience leading change management for enterprise-level programs or projects within a technology or product organization.
Prosci certification or equivalent change management credential strongly preferred.
Proven ability to manage multiple concurrent releases or projects, self-manage workload, and deliver on schedule without close supervision.
Experience coaching or mentoring junior change practitioners, with evidence of measurable development outcomes.
Strong synthesis and communication skills, able to translate complex stakeholder input into clear, actionable change plans.
Proficiency with Microsoft 365 tools (Teams, SharePoint, Outlook) and demonstrated comfort adopting AI-assisted workflows.
Able to work independently, navigate ambiguity, and escalate appropriately in a fast-paced, continuously evolving environment.
About the Team
The CAPTG Change Enablement Team operates within Cox Automotive's Product & Technology Group and is responsible for driving adoption of all enterprise changes across CAPTG through a structured, ADKAR-aligned 8-week change release cycle. The team partners closely with COE leadership, DSEs, Corporate Communications and Product & Technology stakeholders to ensure changes are planned, executed, and reinforced in a way that minimizes disruption and maximizes sustainable adoption.
Drug Testing
To be employed in this role, you’ll need to clear a pre-employment drug test. Cox Automotive does not currently administer a pre-employment drug test for marijuana for this position. However, we are a drug-free workplace, so the possession, use or being under the influence of drugs illegal under federal or state law during work hours, on company property and/or in company vehicles is prohibited.
Benefits
The Company offers eligible employees the flexibility to take as much vacation with pay as they deem consistent with their duties, the company’s needs, and its obligations; seven paid holidays throughout the calendar year; and up to 160 hours of paid wellness annually for their own wellness or that of family members. Employees are also eligible for additional paid time off in the form of bereavement leave, time off to vote, jury duty leave, volunteer time off, military leave, and parental leave.
About Us
Through groundbreaking technology and a commitment to stellar experiences for drivers and dealers alike, Cox Automotive employees are transforming the way the world buys, owns, sells – or simply uses – cars. Cox Automotive employees get to work on iconic consumer brands like Autotrader and Kelley Blue Book and industry-leading dealer-facing companies like vAuto and Manheim, all while enjoying the people-centered atmosphere that is central to our life at Cox. Benefits of working at Cox may include health care insurance (medical, dental, vision), retirement planning (401(k)), and paid days off (sick leave, parental leave, flexible vacation/w