Senior Manager, Change Management & Talent Integration
This is a high-visibility, high-autonomy role for someone who builds structure where none exists, thinks in systems, and understands that the best talent programs are only as good as the processes and adoption behind them. No two workstreams look the same—and that’s the point.
This role is fully onsite out of our HQ in Fort Lauderdale, FL.
What You Own :
Change Management — Talent Program Activation
Develop and lead change management strategies for enterprise talent initiatives—including performance management redesigns, listening program launches, skills architecture rollouts, and workforce planning implementations
Build stakeholder engagement plans, communication frameworks, and resistance mitigation strategies tailored to field leaders, HRBPs, and associates
Design and execute readiness assessments, adoption tracking, and post-launch reinforcement plans to ensure programs stick beyond rollout
Partner closely with program owners across theCoEto embed change management into program design from day one—not as an afterthought
Translate complex talent initiatives into simple, compelling narratives for field leaders and frontline managers
Establish change management standards, tools, and templates that become reusable infrastructure for the team
M&A Talent Integration
Own the talent integration workstream for AutoNation acquisitions—from early-stage due diligence through full post-close integration
Develop andmaintaina scalable M&A talent integration playbook covering culture assessment, org design, role mapping, associate communications, and Day 1 readiness
Partner with Corp Development, Operations, Legal, and HR leadership to ensure talent considerations are embedded in deal timelines
Conduct talent risk assessments on target organizations—identifyingkey talent, retention risks, cultural gaps, and structural redundancies
Lead associate-facing communications and change journeys foracquiredteams—ensuring a consistent, human experience from announcement through integration
Track integration health metrics and surface issues early; act as the early-warning system for talent-related integration risks
Build institutional knowledge and lessons learned after each acquisition to continuously improve the playbook
Design and lead structured onboarding journeys foracquiredassociates—covering AutoNation culture, DRIVE values, systems access, and role clarity—ensuring new teams feel informed and connected from Day 1 through their first90 days
Onboarding Program Design
Own the architecture and continuous improvement of AutoNation’s enterprise onboarding program—designing the framework, milestones, and experience touchpoints that set new associates up for long-term success
Partner with the Associate Experience Specialist and HRBPs to ensure onboarding is consistent, scalable, and reflective of the AutoNation culture and DRIVE values
Define andmaintainonboarding standards across roles and levels—including Day 1logistics, 15/45/90-day check-in frameworks, and manager onboarding guides
Use Signal listening data and lifecycle survey insights (Onboarding Day 15/45/90) toidentifygaps and continuously refine the onboarding experience
Build onboarding toolkits and resources that enable HRBPs and people leaders to deliver a high-quality experience at scale, without requiring central coordination for every hire
Track onboarding effectiveness through retention, engagement, and time-to-productivity metrics—reporting insights to leadership and recommending improvements
Candidate-to-Associate Experience & TA Handoff
Own the design of a seamless handoff protocol between Talent Acquisition and Talent Development—ensuring the associate’s experience from offer acceptance through their first90 daysfeels like one connected journey, not two disconnected ones
Partner with TA leadership to map the current candidate-to-hire experience,identifyfriction points, and co-design a handoff process that preserves candidate momentum and sets new associates up for success from Day 1
Define what information, context, and connection travels with the associate from TA to TD—ensuring the onboarding experience is personalized, informed, and never starting from zero
Design andmaintainpre-boarding touchpoints between offer and start date—keeping candidates engaged, informed, and confident in their decision before they walk through the door
Partner with the Associate Experience Specialist to connect candidate experience survey data and Day 15/45/90 insights back into handoff and onboarding program improvements—closing the loop between what candidates experience and what the program delivers
Establish and track handoff health metrics—monitoringearly attrition, onboarding completion, and new hire engagement toidentifybreakdown points and drive continuous improvement
Strategic Partnership & Org Effectiveness
Serve as a thought partner to the Director, VP &CHRO on change strategy, org readiness, and integration best practices
Advise HRBPs and Talent Advisors on change management principles when rolling out market-level talent programs
Connect M&A integration learnings to broader workforce planning and org design work—identifyingpatterns across acquisitions that inform enterprise strategy
People Leadership
Provide day-to-day direction, coaching, and development support for the Workforce Planning & Skills Specialist — setting clear priorities, removing obstacles, and ensuring work is connected to the team's broader strategic goals
Conduct regular 1:1s and ongoing feedback conversations that help Ashley grow in the role and build toward her next level
Partner with the Director ongoal-setting, performance reviews, and development planning for the Workforce Planning & Skills Specialist
Serve as the first point of escalation for questions, decisions, and workload prioritization within the workforce planning and skills function
Qualifications
Minimum Qualifications
7+ years of progressive experience in change management, HR transformation, or organizational effectiveness
Demonstrated experience leading end-to-end change management for enterprise-wide HR or talent programs
ProsciADKAR certification or equivalent change managementmethodologytraining
Experience supporting M&A transactions from a talent, HR, or organizational integration perspective
Strong project management skills—able to manage multiple workstreams with competing timelines and stakeholders
Exceptional written and verbal communication skills; proven ability to build executive-ready materials and field-facing communications simultaneously
Comfortable operating in ambiguity and building structure in environments where the playbookdoesn’tyet exist
Experience partnering across HR functions (e.g.Talent Acquisition, HRBPs,CoE) to design cross-functional processes or handoffs
High degree of emotional intelligence—this role interacts with associates in uncertainty and leaders under pressure
Preferred Qualifications
Experience in a multi-unit retail, automotive, or operationally complex organization
Familiarity with HR tech platforms (Workday,Perceptyx, ServiceNow) and how they intersect with change activation
Background in internal communications, org design, or workforce strategy
Experience building reusable toolkits, playbooks, or frameworks that scale across a large, distributed workforce
Exciting Benefits and Perks Await You:
Competitive compensation and 401k matching
Enjoy a healthy work-life balance with insurance plans (health, dental, vision) and maternity benefits.
Associate purchase and discount programs for new and pre-owned vehicles, services, parts, collision, accessories, and AutoGear
Access amazing deals and discounts through YouDecide, a website with offers from top providers and retailers
Join our DRVPNK mission to raise and donate millions of dollars to cancer research and treatment, partnering with cancer charities nationwide
AutoNation is one of the largest automotive retailers in the United States, offering innovative products, exceptional services, and comprehensive solutions, empowering our customers to make the best decisions for their needs. With a network of dealerships nationwide strengthened by a recognized brand, we offer a wide variety of new and used vehicles, customer financing, parts, and provide expert maintenance and repair services. Through DRV PNK, we have raised over $40 million for cancer-related causes, demonstrating our commitment to making a positive difference in the lives of our Associates, Customers, and the communities we serve.
AutoNation is committed to creating a diverse, equitable, and inclusive environment in our workplace and the services we provide. We welcome candidates from all backgrounds who are passionate about making a positive impact. Even if you do not meet every requirement, we encourage you to apply. Join our team and help us foster a culture of belonging while contributing to our revolutionary work in the automotive industry. We value innovation, teamwork, and a commitment to making a positive impact in the world.