Manager, Integration Culture & Change Management

Summary The Manager, Integration Culture & Change Management leads the culture and change agenda for the integration. This role helps define the target culture, identifies the similarities and differences between the two organizations, and translates integration decisions into practical change plans that support adoption, team member engagement, and leadership alignment. The role partners closely with Integration Planning Teams and functional leaders to help the combined company navigate change in a way that supports the integration north-star objectives: synergy delivery, one-time integration cost discipline, and operational continuity. Visa Sponsorship Available No Minimum Requirements Combination of Education and Experience will be considered. Must be authorized to work in the US as defined by the Immigration Act of 1986. Must pass a Criminal Background Check. Education:  Bachelor’s Degree Education Details:  Human Resources, Organizational Development, Business Administration, Communications, or a related field. Years of Experience:  Five (5) years of experience in change management, culture and engagement, organizational effectiveness, human resources, communications, or related roles. Valid/Unexpired Passport Book: No Valid/Unexpired Driver's License: No • Demonstrated ability to build practical culture and change plans tied to milestones, stakeholder needs, and business priorities. • Strong program management discipline (plans, dependencies, cadence, deadlines, multi-stakeholder reviews). • Strong facilitation and stakeholder management skills; able to influence without authority. • Strong written and verbal communication; able to synthesize into clear, action-oriented outputs. • Practical change planning and operating discipline • Stakeholder influence and manager enablement • Readiness and adoption measurement • Judgment under ambiguity and confidentiality • Bias for action and responsiveness Preferred Requirements • Experience supporting integrations, restructurings, or high-change environments. • Familiarity with organizational design, process change, and/or technology adoption. • Formal change management training/certification (e.g., Prosci/ADKAR) is a plus. Job Duties • Culture strategy and target-culture definition • Support the definition of the target culture for the combined company, including the leadership behaviors and ways of working required to achieve the integration objectives. • Assess cultural similarities, differences, and risk areas across the two organizations and translate insights into practical actions. • Help develop the culture narrative and activation roadmap so leaders can communicate what the combined company stands for and how teams are expected to work together. • Change management planning and execution • Develop and maintain the integrated change management plan for priority initiatives, including change impacts, stakeholder groups, readiness actions, reinforcement mechanisms, and sequencing. • Conduct change impact assessments for major integration initiatives (organization, policy, process, systems, and ways of working) and convert those findings into actionable plans. • Ensure change plans are aligned to the master integration calendar, major milestones, and operational windows. • Leadership activation and manager enablement • Equip leaders and managers with practical tools to lead through change, including talking points, manager guides, team discussion prompts, and reinforcement actions. • Support leaders in modeling the desired culture and behaviors, especially during sensitive or high-change periods. • Partner with Integration Communications to ensure leadership messaging and change actions are aligned. • Engagement, listening, and organizational feedback • Establish structured listening mechanisms (belief audits, manager feedback, team member listening sessions, pulse checks, where applicable) to understand sentiment and surface risks. •  Synthesize themes and recommend actions to improve trust, clarity, readiness, and adoption. • Track recurring concerns and areas of resistance; escalate issues that threaten milestone delivery or team member experience. • Readiness, adoption, and reinforcement • Define and track readiness and adoption metrics for key integration initiatives and culture activation efforts. • Develop reinforcement plans that help embed desired behaviors and new ways of working over time. • Coordinate with functional owners and Learning & Development to support change readiness through training, enablement, and follow-up actions as needed. • Tools, standards, and continuous improvement • Maintain culture and change tools, templates, and repositories with clear version control and documentation hygiene. •  Apply standards for change planning, stakeholder mapping, and readiness tracking so teams work from a common approach. • Capture lessons learned and improve the culture/change toolkit over time. • Scope and decision authority • Owns the cultur