Senior Change Manager

About the role

At HUB International, we are a team of entrepreneurs. We believe in protecting and supporting the aspirations of individuals, families, and businesses. We help our clients evaluate their risks and develop solutions tailored to their needs. We believe in empowering our employees to learn, grow, and make a difference. Our structure enables our teams to maintain their own unique, regional culture while leveraging support and resources from our corporate centers of excellence. HUB is a global insurance and employee benefits broker, providing a boundaryless array of business insurance, employee benefits, risk services, personal insurance, retirement, and private wealth management products and services. With over $5 billion in revenue and almost 20,000 employees in 600 offices throughout North America, HUB has grown substantially, in part due to our industry leading success in mergers and acquisitions As a member of the Change Enablement team within the Technology Engagement and Enablement team, the Senior Change Manager is a strategic leader who drives enterprise wide adoption of complex, high-impact technology and operational initiatives. You will own change strategy for critical programs, anticipate organizational resistance before it surfaces, and design adoption approaches that turn skeptics into champions. At HUB, we pair Change Management methodology with a deep focus on the user experience, and at this level, you're not just executing change-you're shaping how HUB thinks about change. In this role, you will lead portfolio-level change initiatives across multiple business lines, mentor junior change managers, and serve as a trusted advisor to senior leadership on transformation readiness and risk. Your work directly influences whether HUB's most strategic investments succeed or stall.

Responsibilities

• Strategic Change Leadership
• Own end-to-end change strategy for enterprise initiatives with high complexity, broad organizational impact, or significant business risk
• Lead multiple concurrent change initiatives across different business units, geographies, or functional areas
• Translate business strategy into change strategy, ensuring transformation efforts align with HUB's operational priorities and change appetite
• Present change readiness assessments and recommendations to subject matter experts and/or leadership with confidence and data-backed insights
• Advanced Impact Assessment & Strategy
• Design and execute sophisticated change impact assessments that evaluate organizational readiness across cultural, structural, process, and technical dimensions
• Identify patterns across initiatives to inform enterprise-wide change capabilities and anticipate where resistance will emerge
• Conduct stakeholder analyses that account for power dynamics, influence networks, and informal leadership structures
• Develop risk mitigation strategies that balance speed of delivery with sustainable adoption
• Challenge project assumptions when change impacts are underestimated or timelines are unrealistic
• User-Centered Change Innovation
• Lead discovery work with end users to surface unmet needs, hidden pain points, and opportunities to improve the change experience
• Design change interventions that go beyond standard playbooks-piloting new approaches, testing assumptions, and iterating based on what works
• Build feedback mechanisms that create continuous learning loops throughout initiative lifecycles
• Synthesize qualitative and quantitative data to tell compelling stories that shift stakeholder perspectives and drive decisions
• Champion design thinking and human-centered approaches across the change management practice - Leverage Change Champions, Chief Operating Officers (COOs), and end users to deliver a user-centric approach to change management
• Innovation mindset - you bring curiosity of how AI and innovation can support and provide efficiency to our roles and to our users
• Adoption & Measurement Excellence
• Partner with project sponsor and Technology Business Partners to define adoption success metrics and KPIs that connect change activities to business outcomes (productivity, retention, error reduction, user satisfaction)
• Build measurement frameworks that track leading indicators of adoption, not just lagging metrics
• Partner with the project manager on post-implementation reviews that extract lessons learned and inform organizational change capability
• Partner with business leaders to establish baselines, set targets, and report on adoption progress with transparency
• Use data to make real-time course corrections during rollouts-pivoting strategies when evidence demands it
• Cross-Functional Influence & Collaboration
• Serve as the senior change advisor embedded in high-stakes project governance- influencing scope, timing, and delivery decisions
• Build coalitions across Technology and Operations, Lines of Business, and Corporate Functions to align on change approach and shared

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