Manager, Organizational Change Management

We made history and now we work to transform the future - for our customers, our communities and our families. You''ll see your work on the road every day, helping people move freely and pursue their dreams. At Ford, you can build more than vehicles. Come build what matters.

The Ford Motor Credit Company team helps put people behind the wheels of great Ford and Lincoln vehicles. By partnering with dealerships, we provide financing, personalized service and professional expertise to thousands of dealers and millions of customers in over one hundred countries around the world.

In this position...

The Organizational Change Management Manager leads the people side of complex enterprise transformation. This role advises leaders on organizational readiness and workforce impacts, activates sponsorship, and directs integrated change strategies that enable stakeholder commitment, workforce proficiency, adoption, and sustained business outcomes.

You will partner across the Transformation Office, Product, Engineering, Business Operations, Sales, Learning and Development, Centers of Excellence, Communications, Human Resources, Risk, Compliance, and program leadership. You will translate program decisions into organizational impacts, sponsor actions, stakeholder engagement, capability requirements, readiness measures, adoption interventions, and sustainment plans. The role provides OCM leadership from strategy through stabilization and uses evidence to identify adoption risks, guide readiness decisions, and protect intended business value.

The successful candidate is a credible transformation leader who can navigate ambiguity, influence without direct authority, challenge assumptions constructively, coach leaders through change, and create clarity across a complex enterprise environment. This role will lead change professionals and coordinate a broader network of sponsors, change champions, communications partners, training resources, business subject matter experts, and external partners.

You''ll have...

• Bachelor's degree in business, organizational development, communications, human resources, psychology, technology, operations, or a related field.
• 5+ years of progressive experience leading OCM for complex enterprise business or technology transformation.
• Demonstrated success advising senior leaders, activating sponsors, enabling people managers, and influencing across a large matrixed organization.
• Experience assessing organizational and workforce impacts and translating stakeholder, readiness, and adoption data into targeted interventions.
• Experience integrating OCM with program plans, delivery milestones, UAT, go-live, stabilization, and sustainment.
• Strong written, verbal, facilitation, coaching, and executive-presentation skills, including the ability to frame decisions, risks, and recommendations clearly.
• Demonstrated ability to lead concurrent priorities, manage dependencies and risks, and drive accountability through others.
• Experience leading and developing change professionals and coordinating cross-functional teams, external partners, or change champion networks.

Even better, you may have...

• Master's degree in a related field.
• Prosci Change Management certification or a comparable credential.
• Experience with enterprise technology modernization, core-platform implementation, or workforce transformation in financial services, automotive finance, or another regulated environment.
• Experience developing sponsor coalitions, change champion networks, leader enablement, readiness dashboards, communications strategies, or adoption scorecards.
• Experience using quantitative and qualitative data to evaluate readiness, proficiency, adoption, and sustainment.
• Working knowledge of Agile or SAFe environments and tools such as Jira, Confluence, SharePoint, Microsoft 365, and Power BI.

You may not check every box, or your experience may look a little different from what we''ve outlined, but if you think you can bring value to Ford Motor Company, we encourage you to apply!

As an established global company, we offer the benefit of choice. You can choose what your Ford future will look like: will your story span the globe, or keep you close to home? Will your career be a deep dive into what you love, or a series of new teams and new skills? Will you be a leader, a changemaker, a technical expert, a culture builder…or all of the above? No matter what you choose, we offer a work life that works for you, including:

• Immediate medical, dental, vision and prescription drug coverage
• Flexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up child care and more
• Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more
• Vehicle discount program for employees and family members and management leases
• Tuition assistance
• Established and active employee resource groups
• Paid time off for individual and team community service
• A generous schedule of paid holidays, including the week between Christmas and New Year's Day
• Paid time off and the option to purchase additional vacation time.

This position is leadership level 6 and ranges from $115,500-$218,100.

Final determination of salary grade will be based on candidate''s skills and experience, and base salary will be set within the applicable range according to job scope, responsibility and competitive market value.

Internal applicants: moving into this role may result in an adjustment to your current compensation based on the posted pay range for this role, taking into consideration your qualifications and other relevant factors.

For more information on salary and benefits, click here: https://fordcareers.co/LL6

Visa sponsorship is not available for this position.

Candidates for positions with Ford Motor Company must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire.

We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, disability status or protected veteran status. In the United States, if you need a reasonable accommodation for the online application process due to a disability, please call 1-888-336-0660.

#LI-Remote #LI-FordCredit #LI-JB5

• OCM Strategy and Outcomes: Set and execute integrated OCM strategies aligned to business outcomes, program milestones, workforce impacts, and go-live timing. Define success measures for readiness, proficiency, adoption, and sustainment.
• Sponsorship and Leader Enablement: Activate sponsor coalitions, clarify leadership accountabilities, coach leaders and people managers, and equip them to communicate, remove barriers, and reinforce new ways of working.
• Stakeholder and Change Impact: Lead stakeholder, impact, readiness, and change-saturation assessments across leaders, employees, dealers, suppliers, and partners. Translate findings into prioritized interventions.
• Engagement, Communications, and Resistance: Govern audience strategies, messaging, channels, leader cascades, feedback loops, change champions, and resistance responses to build commitment and adoption.
• Workforce and Capability Readiness: Assess impacts to operating models, roles, decision rights, processes, policies, systems, skills, behaviors, workload, and capacity. Partner with Human Resources, Learning and Development, business leaders, and subject matter experts on workforce and learning responses; provide OCM governance rather than training administration.
• Adoption Analytics and Decisions: Establish and monitor indicators of sponsorship, readiness, proficiency, adoption, resistance, and support demand. Use evidence to recommend corrective actions and inform people-readiness and go/no-go decisions.
• Program Integration and Governance: Integrate OCM milestones, dependencies, risks, decisions, resources, and reporting into the program plan and delivery cadence. Escalate material gaps and maintain accountability for OCM commitments.
• Go-Live and Sustainment: Lead the OCM elements of UAT readiness, go-live preparation, hypercare, stabilization, reinforcement, and transition to business ownership.
• People and Partner Leadership: Lead and develop change professionals and coordinate communications, learning, business experts, suppliers, vendors, and change champions. Set outcomes, roles, quality standards, and escalation paths, and oversee OCM capacity through the Transformation Roster.
• Standards and Continuous Improvement: Set standards for OCM methods, content, reporting, and knowledge management across Jira, Confluence, SharePoint, Microsoft 365, Power BI, and related tools. Delegate routine administration and improve playbooks using lessons learned.
• OCM Strategy and Outcomes: Set and execute integrated OCM strategies aligned to business outcomes, program milestones, workforce impacts, and go-live timing. Define success measures for readiness, proficiency, adoption, and sustainment.
• Sponsorship and Leader Enablement: Activate sponsor coalitions, clarify leadership accountabilities, coach leaders and people managers, and equip them to communicate, remove barriers, and reinforce new ways of working.
• Stakeholder and Change Impact: Lead stakeholder, impact, readiness, and change-saturation assessments across leaders, employees, dealers, suppliers, and partners. Translate findings into prioritized interventions.
• Engagement, Communications, and Resistance: Govern audience strategies, messaging, channels, leader cascades, feedback loops, change champions, and resistance responses to build commitment and adoption.
• Workforce and Capability Readiness: Assess impacts to operating models, roles, decision rights, processes, policies, systems, skills, behaviors, workload, and capacity. Partner with Human Resources, Learning and Development, business leaders, and subject matter experts on workforce and learning responses; provide OCM governance rather than training administration.
• Adoption Analytics and Decisions: Establish and monitor indicators of sponsorship, readiness, proficiency, adoption, resistance, and support demand. Use evidence to recommend corrective actions and inform people-readiness and go/no-go decisions.
• Program Integration and Governance: Integrate OCM milestones, dependencies, risks, decisions, resources, and reporting into the program plan and delivery cadence. Escalate material gaps and maintain accountability for OCM commitments.
• Go-Live and Sustainment: Lead the OCM elements of UAT readiness, go-live preparation, hypercare, stabilization, reinforcement, and transition to business ownership.
• People and Partner Leadership: Lead and develop change professionals and coordinate communications, learning, business experts, suppliers, vendors, and change champions. Set outcomes, roles, quality standards, and escalation paths, and oversee OCM capacity through the Transformation Roster.
• Standards and Continuous Improvement: Set standards for OCM methods, content, reporting, and knowledge management across Jira, Confluence, SharePoint, Microsoft 365, Power BI, and related tools. Delegate routine administration and improve playbooks using lessons learned.