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Open nowPosted 53 days ago

Sr. Change Management Specialist

Community Coffee26 open roles

Where
Baton Rouge, LA, USA
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Your applicationOpen nowSr. Change Management SpecialistCommunity Coffee · Baton Rouge, LA, USA

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The clock on this job

Early applications get read.

7.8% of postings close within 7 days. Measured by our own scanner across the market.

Share of postings closed within
  1. 1.7%1 day
  2. 3.5%3 days
  3. 7.8%7 days
  4. 14.6%14 days
  5. 34.0%30 days
This job: posted 53 days ago

The posting

Department: Human Resources Travel Required: Up to 25% Work Type: Onsite    Why Join Community Coffee?   At Community Coffee, every cup tells a story. As America’s #1 family-owned and operated retail coffee brand, we blend cherished traditions with innovative thinking to create a dynamic, fast-paced environment that’s as energizing as our coffee. Here, you’ll thrive in a setting that challenges you to grow professionally while making a meaningful impact every day. Join our family and transform your passion for coffee into a rewarding career, where every day is an opportunity to craft exceptional experiences and build lasting connections.   Position Overview   The Sr. Change Management Specialist leads change management workstreams across enterprise initiatives, including business process changes, technology implementations, operational improvements, organizational changes, and other cross-functional transformation efforts. This role develops and manages change plans, stakeholder communications, change impact assessments, readiness activities, training support, adoption tracking, and sustainment plans.   This is a senior individual contributor role responsible for managing change deliverables with a higher degree of independence, judgment, and cross-functional influence. The Sr. Change Management Specialist helps build organizational change capability by supporting consistent tools, scalable practices, and effective adoption strategies across enterprise initiatives.   This role supports successful adoption by helping employees and leaders understand what is changing, why it matters, how they are impacted, and what actions are needed to sustain new ways of working. Key Responsibilities Change Strategy, Planning & Execution

Serve as the change management workstream lead for assigned enterprise initiatives, ensuring change activities are integrated into project plans, milestones and implementation timelines. Develop and execute change management plans, including communications, stakeholder engagement, training support, readiness, adoption, and sustainment activities. Lead stakeholder analysis and change impact assessments to identify impacted groups, business process changes, behavior changes, adoption risks, and support needs. Translate project scope, timelines, and business objectives into practical change management deliverables. Monitor change risks and recommend actions to improve readiness, adoption, and sustainment

Change Communication & Stakeholder Support

Develop stakeholder communications, including project announcements, leadership briefings, FAQs, talking points, change summaries, launch communications, and reinforcement messages. Create communication strategies that address audience needs, stakeholder concerns, timing, channels, and desired behavior changes. Equip leaders and business partners with messaging, tools, and resources to support effective change conversations. Ensure change communications are clear, practical, audience-appropriate, and aligned to enterprise priorities and project objectives. Identify communication gaps, resistance themes, and areas requiring additional stakeholder engagement.

Training Coordination & Learning Support

Partner with project teams, business partners, and subject matter experts to define training needs and support role-based learning plans. Develop or coordinate training materials, job aids, quick reference guides, FAQs, process guides, and reinforcement resources. Oversee training readiness activities, including logistics, materials, completion tracking, communications, and follow-up support. Review training completion data and identify gaps, risks, or additional support needs. Support learning reinforcement strategies to help employees apply new processes, systems, tools, or ways of working.

Adoption Tracking, Readiness & Sustainment

Develop and manage readiness assessments, adoption tracking plans, sustainment measures, and post-launch support activities. Track adoption metrics, readiness survey results, training completion, resistance trends, sustainment indicators, and post-launch feedback. Analyze adoption and readiness data to identify trends, risks, and opportunities for targeted support. Develop 30/60/90-day sustainment plans and summarize post-launch adoption progress. Provide updates and recommendations to project teams and business stakeholders regarding readiness, adoption, and sustainment

Change Management Tools, Templates & Continuous Improvement

Develop, maintain, and improve change management templates, playbooks, toolkits, trackers, content libraries, and reusable resources. Promote consistent use of change management tools and practices across assigned initiatives. Identify opportunities to improve change processes, documentation, workflows, reporting, and stakeholder support. Contribute to lessons learned and continuous improvement efforts to strengthen enterprise change capability. Provide guidance to less experienced team members or project partners on change management tools, templates, and deliverables.

Cross-Functional Partnership

Partner with project managers, Technology, Operations, Commercial, Supply Chain, Finance, HR, and functional business partners as needed based on initiative scope. Build trusted relationships with stakeholders to support alignment, readiness, communication, and adoption. Advise project teams and business stakeholders on employee impacts, adoption risks, readiness concerns, and practical actions needed to sustain change. Influence without direct authority to drive alignment, follow-through, and effective change execution across assigned initiatives.

  *May be asked to perform additional duties as necessary.   Position Requirements  

Bachelor’s degree in Business, Communications, Human Resources, Organizational Development, Psychology, or related field preferred. 5+ years of experience in change management, communications, training, organizational development, project management, HR, business transformation, or related work. Experience supporting enterprise-wide initiatives, technology implementations, process improvements, organizational changes, or cross-functional transformation efforts. Strong understanding of change management principles, stakeholder engagement, change impact assessments, readiness planning, adoption tracking, and sustainment. Strong written and verbal communication skills, with the ability to translate complex information into clear, practical, audience-appropriate messaging. Ability to influence without direct authority and build credibility with project teams, functional leaders, and business stakeholders. Strong project coordination and execution skills, with the ability to manage multiple initiatives, deadlines, and stakeholder needs. Ability to analyze adoption data, readiness results, feedback themes, and change risks to develop practical recommendations. Ability to advise stakeholders, support leader readiness, and recommend practical actions to improve adoption and sustainment. Proficiency with Microsoft Office applications, including PowerPoint, Word, Excel, and Outlook. Change management certification, project management experience, or experience with enterprise transformation initiatives preferred. Internal Only: Experience with Community Coffee, even if unrelated, may fulfill this requirement at the discretion of the hiring manager with approval from Human Resources

Foundational Competencies  

Builds Trust Continuous Learner Customer Centric Effective Communication Integrity Results Oriented

  Additional Competencies

Takes Action Accountability Interpersonal Agility Adaptability Courage

  Physical Demands/Work Environment   The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to do the following:

Frequently required to sit Occasionally required to stand; walk; use hands to finger, handle or feel objects, tools or controls and reach with hands and arms; and talk or hear Regularly required to lift and/or move up to 25 pounds Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception and the ability to adjust focus

        Our Values   Champion People Inspire Creativity Wow Our Customers Serve Our Communities Win Together

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