What are the responsibilities and job description for the Change Management Manager position at NAPA Auto Parts?
Job Summary
The Change Management Manager plays a critical role in driving successful adoption of enterprise initiatives by translating strategy into structured change approaches that support leaders and employees through transition. Reporting to the Change Management Director, this role partners cross-functionally to design and implement change activation plans that ensure clarity, engagement, and sustained behavior shift. The Manager serves as a trusted advisor to functional leaders, HR Business Partners, and operational teams, helping embed change disciplines that strengthen execution and minimize disruption across the organization.
Responsibilities
GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC's policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons.
The Change Management Manager plays a critical role in driving successful adoption of enterprise initiatives by translating strategy into structured change approaches that support leaders and employees through transition. Reporting to the Change Management Director, this role partners cross-functionally to design and implement change activation plans that ensure clarity, engagement, and sustained behavior shift. The Manager serves as a trusted advisor to functional leaders, HR Business Partners, and operational teams, helping embed change disciplines that strengthen execution and minimize disruption across the organization.
Responsibilities
- Develop and execute comprehensive change activation plans aligned to enterprise strategic priorities.
- Conduct impact assessments to identify workforce implications, stakeholder needs, and adoption risks.
- Translate business strategy into clear change roadmaps with defined milestones, messaging, and adoption measures.
- Support sequencing and integration of multiple initiatives to reduce change fatigue and improve execution outcomes.
- Partner closely with business leaders, HR Business Partners, Communications, and cross-functional teams to align on change approach and execution.
- Coach leaders on change readiness, resistance management, and team engagement.
- Facilitate workshops and working sessions to build alignment, ownership, and accountability.
- Collaborate with communications partners to craft clear, consistent messaging tailored to multiple audiences.
- Develop toolkits, leader guides, FAQs, and readiness resources to support frontline execution.
- Monitor feedback channels and sentiment to adjust change strategies in real time.
- Establish measurable success indicators for change initiatives.
- Track adoption metrics, engagement levels, and risk indicators.
- Identify gaps in implementation and recommend corrective actions.
- Reinforce behavior change through structured follow-up and sustainment planning.
- Promote enterprise change methodology and tools across the organization.
- Support training and education efforts to strengthen change leadership capability.
- Contribute to continuous improvement of change frameworks and best practices.
- 5 years of experience in change management, organizational development, HR strategy, or business transformation.
- Demonstrated experience supporting enterprise-wide initiatives in complex, matrixed environments.
- Strong facilitation, stakeholder management, and executive communication skills.
- Experience conducting impact assessments and developing structured adoption plans.
- Ability to balance strategic thinking with operational execution.
- Certification in change methodology (e.g., Prosci, ADKAR) preferred.
- Comfortable working in an office setting.
GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC's policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons.