Sr Manager, Change Management

About the role

Since 1869, Campbell Soup Company has connected people through food they love and stewards iconic brands such as Campbell’s, Goldfish, Kettle Brand, Pacific Foods, Pepperidge Farm, Prego, Rao’s Homemade, V8, and others. The Senior Manager, Change Management is a strategic advisor and hands-on practitioner responsible for leading the people side of change across enterprise-wide transformation initiatives. This role partners with senior leaders, project teams, HR, communications, and functional stakeholders to drive successful adoption of new business processes, technologies, operating models, and cultural shifts.

Responsibilities

• Change Strategy & Planning: Lead change management efforts for assigned transformation initiatives from strategy through sustainment; flex between serving as primary Change Lead and supporting other practitioners to ensure consistent, high-quality delivery across the portfolio; develop comprehensive change strategies aligned to business objectives; conduct organizational readiness, change impact, stakeholder, and risk assessments; build and maintain integrated change management roadmaps, plans, and success measures.
• Executive & Sponsor Enablement: Partner with executive sponsors to strengthen visible leadership and sponsorship; coach leaders on leading through change, managing resistance, and reinforcing desired behaviors; in partnership with communications, support the development of leadership messaging, talking points, and engagement plans.
• Stakeholder Engagement: Identify and engage key stakeholder groups across functions and levels; build stakeholder engagement strategies that increase commitment and reduce resistance; facilitate workshops, alignment sessions, and leadership discussions.
• Communications & Employee Experience: In partnership with communications, design and execute change communication strategies; translate complex business changes into clear, employee-centered messaging; ensure communication activities support awareness, understanding, and adoption.
• Learning & Capability Building: Determine knowledge and skill gaps created by transformation initiatives; partner with learning teams to design and deliver targeted training and enablement solutions; establish reinforcement mechanisms that build long-term capability.
• Adoption & Sustainment: Define adoption, utilization, proficiency, and business outcome measures; monitor organizational readiness and change progress throughout implementation; develop sustainment and reinforcement plans to embed new ways of working; use data and feedback to continuously adjust change interventions.
• Culture & Transformation Leadership: Support enterprise transformation and culture initiatives aimed at improving business performance and organizational effectiveness; embed desired behaviors, mindsets, and cultural expectations into daily work practices; champion continuous improvement, accountability, and a high-performance culture.

Requirements

• Bachelor’s degree in Business, HR, Organizational Development, Psychology, Communications, or related field.
• 8–12+ years of experience leading large-scale organizational change.
• Demonstrated success managing complex business, process, technology, and cultural transformations.
• Expertise in established change methodologies (ADKAR, Prosci, or equivalent).
• Strong business acumen and ability to connect systems and processes.
• Strong executive presence and influencing skills.
• Experience operating within matrixed CPG, manufacturing, consumer goods, or retail organizations.

Qualifications

• Nice to Have: Prosci Certification or equivalent.
• Experience supporting supply chain, commercial excellence, ERP, digital, AI, data, or operating model transformations.
• Experience building change capability and change networks.
• Facilitated executive leadership team effectiveness sessions and transformation governance forums.

Success Profile

• Thinks strategically while executing tactically.
• Influences without authority and builds strong cross-functional relationships.
• Uses data and insights to drive adoption decisions.
• Balances structure and flexibility in ambiguous environments.
• Demonstrates resilience, learning agility, and strong business acumen.
• Acts as a trusted advisor to leaders while remaining accountable for execution and results.
• Measures success through adoption, behavior change, capability building, and business outcomes rather than activity completion alone.

Benefits

• Medical, dental, short- and long-term disability, AD&D, and life insurance (individual, families, and domestic partners) beginning on day one.
• Matching 401(k) plan with immediate vesting; enrollment available on the first day of employment.
• Unlimited sick time, paid time off, and holiday pay.
• Free access to the on-site fitness center (WHQ).
• Access to on-site day care operated by Bright Horizons and the company store.
• Campbell’s Cares program matches employee donations and/or volunteer activity up to $1,500 annually.
• Variety of Employee Resource Groups (ERGs) to support employees.

Pay

The target base salary range for this full-time, salaried position is between $139,300 and $191,500. Individual base pay depends on work location and additional factors such as experience, job-related skills, and relevant education or training. Total pay may include other forms of compensation.