Chennai, Tamil Nadu
Job Summary
We are seeking an experienced and strategic Change Manager to lead human-centered organizational change management (OCM) strategies across key enterprise initiatives. In this role, you will play a critical part in helping Ford employees, leaders, and cross-functional teams embrace and adopt new technologies, operational processes, and ways of working. You will bridge the gap between technical solution delivery and people readiness to ensure maximum business adoption, value realization, and long-term sustainability.
Key Responsibilities
Key Responsibilities 1. Change Strategy & Planning Apply structured Change Management frameworks (e.g., Prosci ADKAR, Kotter, ACMP) to design end-to-end OCM strategies tailored to specific business initiatives. Conduct comprehensive Change Impact Assessments and risk analyses to evaluate the scope, scale, and organizational readiness for change across diverse stakeholder groups. Develop integrated, actionable OCM plans including Communications, Sponsor Roadmap, Stakeholder Management, Training, and Resistance Management plans. 2. Stakeholder Engagement & Leadership Alignment Identify key internal and external stakeholders, building strong relationships across global teams (Engineering, Manufacturing, Software, Finance, Supply Chain, HR, Sales & Marketing). Coach executive sponsors, business leaders, and people managers to act as visible, active change champions within their respective organizations. Establish and facilitate a network of Change Champions / Super Users across regions to drive local engagement and peer-to-peer adoption. 3. Communications & Capability Building Partner with Corporate Communications to craft compelling, transparent, and multi-channel communication campaigns that articulate the “Why,” benefits, and personal impacts of change. Collaborate with Learning & Development (L&D) and product teams to define training needs, design learning pathways, and ensure seamless delivery of end-user training. 4. Adoption Tracking, Measurement & Sustainment Define key metrics and KPIs to measure change readiness, adoption rates, user proficiency, and sentiment throughout the project lifecycle. Utilize data-driven dashboards and feedback loops to monitor resistance, identify adoption bottlenecks, and implement targeted corrective action plans. Institutionalize new behaviors and workflows into standard operating procedures, performance management, and organizational culture to ensure long-term sustainment.
Skill Requirements
Required Qualifications & Experience Education: Bachelor’s degree in Business Administration, Organizational Development, Human Resources, Communications, Information Technology, or a related field (Master’s preferred). Experience: 5+ years of dedicated experience leading Organizational Change Management (OCM) for enterprise-wide digital transformations, software deployments, operational restructurings, or process redesigns. Certifications: Prosci Certified Change Practitioner (CCMP) or equivalent industry certification strongly preferred. Methodologies: Proven expertise in change methodologies (ADKAR, Kotter, Agile OCM) and integrating change management within Agile/Scrum and Waterfall delivery frameworks. Tools: Proficiency with collaboration and change tracking tools (Jira, Confluence, Microsoft 365/Teams, SharePoint, Smartsheet, Power BI/Tableau for reporting).
Other Requirements
Preferred Qualifications\\\\r\\\\nPrior experience in the Automotive, Industrial, Tech, or High-Tech Manufacturing sectors.\\\\r\\\\nExperience managing change for large-scale enterprise platforms (e.g., SAP, Salesforce, Cloud migrations, Product Lifecycle Management (PLM), or Software-Defined Vehicle (SDV) initiatives).\\\\r\\\\nFamiliarity with global/multicultural enterprise implementations and virtual team leadership. Core Competencies & Soft Skills Strategic & Business Acumen: Ability to translate complex business strategies and technical shifts into clear, relatable human-centered narratives. Empathy & Active Listening: Deep emotional intelligence (EQ) with the ability to understand resistance, address employee concerns, and build psychological safety. Influencing & Facilitation: Outstanding verbal, written, and presentation skills; proven ability to influence senior leaders without direct authority. Agility & Resilience: Comfortable operating in fast-paced, ambiguous environments with changing priorities.
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