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If you’ve Googled “Change Manager job description,” you’ve probably seen dozens of posts that all look the same — bullet points, vague responsibilities, and a generic company blurb copied from an HR manual.
The problem?
Most of them don’t actually help you attract a great Change Manager — they just give you filler content.
And here’s the truth:
If your job post looks and sounds like every other one out there, you’re going to get the same results they do — a flood of generic applications, but very few candidates who can actually drive transformation in your organization.
A great Change Manager isn’t just an “operations person” — they’re the catalyst that helps your company successfully navigate shifts in strategy, culture, and process. That kind of talent isn’t going to get excited by a bland checklist of duties. They want to know what your mission is, how change is embraced in your company, and the kind of impact they can make.
That’s why, before we get into the actual templates, I recommend checking out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ — because the principles in that guide are what make the examples in this article work.
In this piece, you’ll get:
- Two ready-to-use Change Manager job description templates (one for experienced hires, one for potential-based hires).
- A breakdown of why they work.
- A bad example so you can see what to avoid.
- Bonus tips to make your post stand out.
- A smart way to use AI without ending up with generic fluff.
Let’s start by making sure we’re on the same page about what a Change Manager actually does.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
What a Change Manager Actually Does - Their Roles
A Change Manager is the person who helps an organization successfully navigate transitions — whether that’s a shift in business strategy, a technology upgrade, a new process rollout, or even a cultural transformation.
In plain English: they’re the bridge between where the company is now and where it needs to be.
While the exact responsibilities vary by company, a strong Change Manager doesn’t just manage tasks — they manage people’s reactions to change. That means:
- Creating a clear plan for the transition.
- Communicating the “why” behind the change so everyone understands its importance.
- Supporting employees so they feel confident, not blindsided.
- Measuring progress and adjusting the plan when needed.
It’s a role that blends strategy, communication, and empathy. A great Change Manager needs to understand the business, anticipate resistance, and inspire people to embrace the future rather than cling to the past.
In short: if your company is going through change (and most are), the right Change Manager can be the difference between smooth adoption and costly chaos.
Two Great Change Manager Job Description Templates
✅ Version 1: Job Description For Experienced Change Manager
📌 Job Title: Change Manager at HelioStack — Lead Our Multi-Year Transformation
💼 Type: Full-Time | Hybrid (Austin, TX) | Salary: $110,000–$135,000 + Bonus
🕒 Schedule: Mon–Fri | Core hours 9am–3pm CT
🎥 A quick word from our COO (60 sec):
(Insert Loom/YouTube link — why this role matters, what’s changing, and how success will be measured.)
Who We Are
HelioStack is a 500-person B2B SaaS company helping mid-market manufacturers modernize operations with real-time production analytics. We’ve grown 40% YoY for the last three years and are now rolling out a company-wide transformation: migrating to a unified ERP, retooling our GTM process, and tightening our feedback loops between Product, Sales, and Customer Success. We’re hiring a Change Manager to orchestrate this shift so teams adopt quickly and our customers feel the impact.
Our Culture
We’re pragmatic optimists. We believe in shipping value fast, speaking plainly, and doing right by customers. We celebrate people who bring clarity, create alignment, and leave processes better than they found them.
What You’ll Do
- Design and own change strategies for ERP, process, and org updates across multiple departments.
- Build comms plans that explain the “why,” reduce resistance, and drive adoption.
- Partner with VPs and project leads to align milestones with business outcomes.
- Facilitate workshops, training, office hours, and feedback loops.
- Define readiness criteria and KPIs; report on adoption, proficiency, and ROI; adjust plans as needed.
What We’re Looking For
- 4–6+ years in change management or transformation programs within SaaS/tech.
- Fluency with frameworks like ADKAR/Kotter; Prosci or CCMP a plus.
- Strong stakeholder management, crisp writing, and facilitation skills.
- Experience landing change across Sales, CS, Ops, and Finance.
- Bonus: led an ERP or CRM migration at >300 headcount.
Perks & Benefits
- Medical, dental, vision (100% employee, 70% dependents)
- 401(k) with 4% match
- 18 PTO days + 10 company holidays + 2 volunteer days
- Annual learning budget ($1,500) + certification support
- Hybrid stipend (home office & commuter benefits)
Why This Role Is a Great Fit
- You’ll lead high-visibility programs that touch every team.
- Your work directly impacts adoption speed, customer outcomes, and revenue efficiency.
- You’ll have executive sponsorship, clear KPIs, and budget for training/change assets.
- We promote from within—this role is a springboard into Transformation Lead/Director tracks.
Our Hiring Process
We respect your time. Every application is reviewed, and we reply within two weeks. Shortlisted candidates complete a WorkScreen.io assessment (scenario-based change plan). Then you’ll meet our PMO lead, COO, and cross-functional stakeholders.
📥 How to Apply
Apply via WorkScreen: [Insert WorkScreen link] — complete the quick skills evaluation, and we’ll take it from there.
✅ Version 2: Job Description For Entry Level Change Manager (We’ll Train)
📌 Job Title: Change Manager — We’ll Train the Right Person (GreenCart Grocers)
💼 Type: Full-Time | On-site (Columbus, OH) | Salary: $70,000–$88,000
🕒 Schedule: Mon–Fri | Occasional store visits
🎥 Meet your hiring manager (45 sec):
(Insert Loom/YouTube link — overview of the POS/scheduling rollout and what success looks like in the first 90 days.)
Who We Are
GreenCart Grocers is a fast-growing, 42-store regional grocery chain known for fair pricing and locally sourced produce. We’re rolling out new POS, inventory, and scheduling systems across all locations. We’re hiring a Change Manager who can rally teams, communicate clearly, and keep everyone moving in the same direction. If you’re curious, organized, and good with people—we’ll teach you the change frameworks.
Our Culture
We’re practical, people-first, and hands-on. Store teams are the heartbeat of our business, so we build tools and processes that make their lives easier. We value initiative over job titles.
What You’ll Do
- Learn and apply change management methods with mentorship from our Transformation Lead.
- Coordinate store pilots, training calendars, and “go live” checklists.
- Host Q&A sessions, gather feedback from frontline teams, and surface issues early.
- Create clear updates (briefs, one-pagers, short videos) that keep everyone aligned.
- Track adoption metrics (POS usage, clock-in accuracy, shrink improvements) and share wins.
What We’re Looking For
- Strong communication skills and a steady presence during change.
- Experience in any coordination-heavy role (ops, training, HR, project support) is a plus.
- Comfortable visiting stores and working with frontline teams.
- Growth mindset—eager to learn ADKAR/Kotter on the job.
Perks & Benefits
- Health, dental, vision + employee discount (10% in-store)
- 15 PTO days + 8 company holidays
- Mileage reimbursement for store visits
- $1,000 annual learning fund (courses/certs)
- On-the-job mentorship in change management
Why This Role Is a Great Fit
- You’ll build real change skills while doing meaningful, visible work.
- Your work makes daily life easier for hundreds of store associates and managers.
- Clear growth path into Transformation, Ops, or Training leadership.
- We promote from within and celebrate initiative.
Our Hiring Process
Apply via WorkScreen.io (short scenario task). If shortlisted, you’ll meet our Transformation Lead and two store managers to see how you collaborate with both HQ and frontline teams.
📥 How to Apply
Apply on WorkScreen: [Insert WorkScreen link] — complete the quick evaluation so your strengths shine.
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
Breakdown of Why These Change Manager Job Posts Work
Both HelioStack’s and GreenCart’s job descriptions follow the same proven structure — but they’re tailored to very different candidate profiles. Here’s why they stand out and why they’re more likely to attract high-quality applicants than the generic posts you see online.
1. Clear, Specific Job Titles
- HelioStack: “Change Manager at HelioStack — Lead Our Multi-Year Transformation” tells you exactly who the company is, what the role is, and hints at the scope of impact (“multi-year transformation”).
- GreenCart: “Change Manager — We’ll Train the Right Person” instantly signals openness to potential-based candidates, which widens the talent pool.
Why it matters: Specific, purposeful titles grab attention and set expectations from the first line.
2. Video Element for Connection
- Both posts feature a short video from a leader explaining the role’s purpose and impact.
- Candidates can see the faces, hear the tone, and feel the company culture before applying.
Why it matters: Video humanizes the hiring process and builds trust. It’s a differentiator most companies skip.
3. Company-Specific ‘Who We Are’ Sections
- These aren’t boilerplate mission statements. HelioStack talks about its SaaS growth, ERP migration, and cross-team initiatives. GreenCart shares its 42-store footprint, local sourcing, and POS rollout.
- This context helps candidates understand exactly what they’d be walking into.
Why it matters: The best candidates want to know the company’s reality, not just its ideals.
4. Culture Described, Not Claimed
- Both posts show culture through values and behavior (“pragmatic optimists,” “initiative over job titles”) rather than just saying “we value teamwork.”
Why it matters: Candidates can self-select based on whether they align with the described environment.
5. Responsibilities with Real-World Impact
- HelioStack connects tasks to measurable outcomes like adoption speed and ROI.
- GreenCart shows how the role supports frontline teams and improves daily store life.
Why it matters: People are more motivated to apply when they see how their work matters.
6. Transparent Requirements
- HelioStack clearly lists skill/experience thresholds and preferred frameworks.
- GreenCart is open to hiring without direct change management experience, focusing on transferable skills.
Why it matters: Transparency reduces wasted applications and builds trust from the start.
7. Separate Perks & Benefits from ‘Why This Role Is a Great Fit’
- Benefits are tangible and listed plainly: PTO days, learning budgets, health coverage, discounts.
- “Why This Role Is a Great Fit” is where the post sells the opportunity based on growth, visibility, and team culture.
Why it matters: Separating them makes each section more scannable and persuasive.
8. Respectful, Clear Hiring Process
- Both posts promise timely responses and outline the steps (WorkScreen assessment → interviews).
- This reduces application anxiety and signals a company that values candidates’ time.
Why it matters: A clear process encourages strong candidates to follow through.
9. WorkScreen Integration
- WorkScreen is positioned as a fairness tool — letting candidates showcase strengths beyond their résumé.
- It also filters out low-effort, copy-paste applicants.
Why it matters: Candidates see that the hiring process is skill-based and objective.
Bad Change Manager Job Post Example (And Why It Fails)
📌 Job Title: Change Manager
💼 Type: Full-Time | Location: Chicago, IL
🕒 Schedule: Monday–Friday
Company Overview
We are a leading organization in our industry committed to excellence and innovation.
Job Summary
We are seeking a Change Manager to oversee change processes and ensure successful project outcomes. The Change Manager will coordinate with stakeholders, develop change strategies, and ensure smooth transitions within the organization.
Responsibilities
- Manage change initiatives.
- Create change management plans.
- Communicate with stakeholders.
- Monitor progress and report to management.
Requirements
- Bachelor’s degree in Business, Management, or related field.
- 5 years of experience in change management or similar role.
- Strong communication and organizational skills.
How to Apply
Send your resume and cover letter to hr@example.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Short
1. Generic, Empty Job Title
“Change Manager” tells the reader nothing about the context, industry, or impact of the role. It’s forgettable and easily skipped over.
2. Bland, Cookie-Cutter Company Overview
“Leading organization in our industry” could be literally anyone. No mission, no culture, no real sense of what the company does or why it exists.
3. Vague Job Summary
The summary is just a paraphrase of the title. There’s no hook, no “why this matters,” and no reason to get excited.
4. Responsibilities That Could Apply Anywhere
“Manage change initiatives” and “communicate with stakeholders” are so broad they could belong to a hundred different jobs. There’s no detail about tools, frameworks, or scale of change.
5. No Perks or Benefits
Leaving this out makes the offer feel incomplete and out of touch with modern candidate expectations.
6. No Mention of Culture or Values
Top talent cares about how teams operate and what it’s like to work there. This post gives no insight into the work environment.
7. Cold, Dismissive Application Process
“Only shortlisted candidates will be contacted” sends the message that the company doesn’t value applicants’ time or effort.
8. Zero Personality in the CTA
The call-to-action is purely transactional — there’s nothing that makes a motivated, qualified candidate feel wanted.
Bonus Tips to Make Your Change Manager Job Post Stand Out
Even a strong, well-written job description can get lost in a crowded job market. These extra touches help your post stand out, build trust with applicants, and attract the kind of talent that’s serious about joining your team.
1. Add a Candidate Security & Privacy Notice
Reassure applicants that you take their safety seriously.
Example:
We take the security and privacy of all job applicants very seriously. We will never ask for payment, bank details, or personal financial information during any part of the hiring process.
Why it works: It builds trust and protects your employer brand from job posting scams.
2. Mention Paid Leave or Flex Days
High-quality candidates value work-life balance, so be upfront about what you offer.
Example:
Enjoy up to 20 days of paid leave annually, plus 5 personal flex days to recharge and come back energized.
Why it works: It makes your offer more attractive and signals that you respect employees’ time.
3. Highlight Training & Growth Opportunities
Top candidates want to see a path forward, not just a static role.
Example:
We invest in our people. You’ll have access to a $1,500 annual learning budget, leadership workshops, and certification programs in change management frameworks like ADKAR or Prosci.
Why it works: It appeals to ambitious candidates who want long-term growth with your company.
4. Add a Short Loom or YouTube Video
Have a leader or future teammate explain the role in under 60 seconds.
Example:
- Who the candidate would work with.
- What the first 90 days will look like.
- Why the role matters to the company’s mission.
Why it works: Video makes your post human and personal — and very few companies are using it.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
5. Showcase Real Employee Testimonials
If possible, include a short quote or link to a Glassdoor review from a current team member.
Example:
“Working here has been the most collaborative experience of my career. Change isn’t scary here — it’s exciting.” — Senior Project Manager, HelioStack
Why it works: Social proof makes your post more believable and relatable.
AI Caution: How to Use AI Without Ending Up With a Generic Job Post
AI can be a useful writing assistant — but if you use it blindly, you’ll end up with the same cookie-cutter job descriptions every other company is posting. And those posts don’t attract top-tier talent; they attract mass applications from people who barely read the listing.
Why Using AI the Wrong Way Hurts Your Hiring
If you just type:
“Write a job description for a Change Manager.”
You’ll get something that:
- Sounds corporate and lifeless.
- Lacks specific company context or culture.
- Lists generic duties you could find in any Google search.
- Misses the tone that resonates with your ideal candidates.
The result: You attract the wrong applicants — people who apply to anything, not people who are excited about your opportunity.
The Smarter Way to Use AI
AI works best when you give it rich, specific input and use it to polish your writing — not replace it.
Instead of a vague prompt, try this:
Help me write a job description for our company, HelioStack. We’re hiring a Change Manager to lead our ERP and process transformation. Our culture is collaborative, transparent, and results-driven. We want to attract candidates who are skilled at stakeholder alignment, confident communicators, and comfortable with ambiguity. We offer: $110k–$135k salary, hybrid work in Austin, TX, health benefits, 18 PTO days, and a $1,500 learning budget. Here is our hiring process: WorkScreen skills evaluation, two interviews, and a culture fit chat. Please use a warm, conversational tone that balances professionalism with personality.
Then, add any personal notes you’ve drafted — like:
- The role’s biggest challenges.
- What success looks like after 90 days.
- A quote from a leader about why the role matters.
Pro Tip: You can even paste in a good job post (like one of the templates in this article) and tell AI, “I want something in this style, but adapted to my company details.”
Bottom line: AI can save time, but it can’t know your culture or values unless you tell it. Treat it like an editor, not a ghostwriter.
Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.
Copy-Paste Job Description Templates for Quick Use
✅ Option 1: Conversational Job Description (Culture-First Style)
📌 Job Title: Change Manager — Lead Our Transformation Journey
💼 Type: [Job Type] | [Work Arrangement] ([Location]) | Salary: [Salary Range]
🕒 Schedule: [Work Days/Hours]
🎥 A quick word from your hiring manager (45–60s):
[Insert Loom/YouTube link — why this role matters, first 90 days, how success is measured]
Who We Are
[Company Name] is a [brief company descriptor: e.g., “growing B2B SaaS company / regional retail brand / healthcare network”]. We’re kicking off a [multi-team/system/process] transformation: [brief examples—ERP rollout, CRM migration, process redesign, culture initiatives]. We’re hiring a Change Manager to turn plans into adoption—so people understand the “why,” stay engaged, and deliver tangible results.
Our Culture
We value [e.g., clarity, ownership, collaboration]. We prefer [plain communication / progress over perfection / data-driven decisions], and we celebrate people who create alignment and leave processes better than they found them.
What You’ll Do
- Design and run change strategies across [departments/teams/systems].
- Build communication plans that explain the “why,” reduce resistance, and drive adoption.
- Facilitate workshops, training, and feedback loops.
- Partner with leaders to align milestones with business outcomes.
- Track adoption/readiness KPIs and iterate based on results.
What We’re Looking For
- [X]+ years in change management or transformation programs.
- Familiarity with frameworks (e.g., ADKAR, Kotter).
- Strong stakeholder management, facilitation, and writing skills.
- Bonus: experience with [ERP/CRM/process] rollouts at [~company size/industry].
Perks & Benefits
- Health, dental, vision
- Paid time off: [#] PTO + [#] holidays
- Learning budget: [$ Amount] annually (courses/certs)
- Retirement plan: [e.g., 401(k) with match]
- [Remote/hybrid stipend or commuter benefit]
Why This Role Is a Great Fit
- High-visibility programs with executive sponsorship and clear KPIs.
- Direct impact on adoption speed, employee experience, and business outcomes.
- Growth path into [Transformation Lead/Program Manager/Director] roles.
Our Hiring Process
We reply to every applicant within [timeline]. Shortlisted candidates complete a WorkScreen.io scenario-based assessment, followed by [#] interviews with cross-functional stakeholders.
📥 How to Apply
Apply via WorkScreen: [Insert WorkScreen link] — complete the quick skills evaluation, and we’ll take it from there.
✅ Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
📌 Job Title: Change Manager
Location: [Location or “Remote”]
Salary: [Salary Range]
Type: [Job Type]
Job Brief
[Company Name] is seeking a Change Manager to lead organizational transformation initiatives. You’ll design and implement change strategies that ensure smooth adoption of new systems and processes across [departments/teams/functions].
Responsibilities
- Develop and execute change management plans and communications.
- Facilitate training, workshops, and stakeholder alignment.
- Monitor adoption/readiness metrics and optimize plans.
- Report progress and risks to leadership.
Requirements
- [X]+ years in change management or related roles.
- Familiarity with frameworks (ADKAR, Kotter).
- Excellent communication, facilitation, and organizational skills.
- Experience working cross-functionally.
Perks & Benefits
- Health, dental, vision
- Paid time off: [#] PTO + [#] holidays
- Learning budget: [$ Amount] annually
- Retirement plan: [plan + match, if any]
How to Apply
Submit your application via [WorkScreen link].
Let WorkScreen Handle the Next Step of Hiring
Writing a strong Change Manager job description is the first step.
The next challenge?
Finding out who can actually lead change in the real world — not just on paper.
That’s where WorkScreen.io comes in.
With WorkScreen, you can:
- Quickly spot your top candidates.
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
- Test real-world ability with one click.
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
- Filter out low-effort applicants.
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
The result?
You save hours, avoid costly mis-hires, and hire with confidence.
Start your next hire the smart way:
FAQ
The most effective Change Managers combine technical change management expertise with strong interpersonal skills. Look for:
- Strategic thinking: Ability to see the big picture and align change initiatives with business goals.
- Communication skills: Can clearly explain the “why” behind changes to different audiences.
- Stakeholder management: Builds trust and keeps everyone engaged — from executives to frontline staff.
- Adaptability: Comfortable adjusting plans when circumstances shift.
- Problem-solving: Quickly addresses resistance and finds workable solutions.
- Emotional intelligence: Reads the room and responds with empathy during transitions.
Salaries vary based on industry, location, and experience.
- United States: $95,000–$125,000/year is common, with senior roles exceeding $135,000.
- United Kingdom: £50,000–£65,000/year on average.
- Australia: AUD $110,000–$130,000/year.
Highly specialized roles in tech or finance often pay more.
While the roles sometimes overlap, a Project Manager focuses on delivering specific projects on time and within budget. A Change Manager focuses on the people side of change — ensuring that new systems, processes, or strategies are successfully adopted and sustained.
You should consider hiring a Change Manager when:
- Implementing major technology changes (ERP, CRM, POS systems).
- Restructuring teams or departments.
- Introducing significant process changes that affect multiple teams.
- Merging with or acquiring another company.
Early involvement helps them plan communication, training, and adoption strategies from the start.
Not always — but certifications can signal expertise. Popular options include:
- Prosci Change Management Certification
- Certified Change Management Professional (CCMP)
- APMG Change Management Foundation/Practitioner
Experience and proven results often matter more than formal credentials.
