VERSANT (Nasdaq: VSNT) is an industry-changing media and entertainment business and home to trusted brands that shape culture, inform audiences, and build lasting connections. It operates across four core markets: political news and opinion, business news and personal finance, golf, and sports and genre entertainment. These markets are served through a powerful portfolio of iconic and innovative brands, including CNBC, MS NOW, USA Network, Golf Channel, Oxygen, E!, SYFY, and Versant’s sports division USA Sports, along with complementary digital assets including Fandango, Rotten Tomatoes, GolfNow and GolfPass.

Versant is seeking a strategic, execution-oriented leader to serve as Sr. Manager, Transformation Enablement & Readiness within the Enterprise Transformation Office. This role will lead the stakeholder alignment, readiness, communications, and adoption planning required to help enterprise transformation initiatives land effectively across the organization.

Sitting at the intersection of strategy, execution, and organizational change, this leader will translate enterprise priorities into practical change approaches, aligned engagement strategies, and coordinated readiness plans that support adoption at scale. The role will partner across business, transformation, finance, HR, communications, and technology teams to ensure major initiatives are understood, sequenced thoughtfully, and implemented in ways that are sustainable and grounded in how the organization operates.

The ideal candidate brings a blend of change leadership, operational discipline, executive communication, and cross-functional influence. This person will play a key role in helping Versant execute large-scale transformation with clarity, consistency, and organizational follow-through.

Key Responsibilities

Transformation Readiness, Adoption & Stakeholder Alignment

• Lead readiness and adoption strategies for enterprise transformation initiatives, ensuring the organization is prepared to absorb and sustain change.
• Assess organizational impacts, stakeholder needs, adoption risks, and change implications across functions, teams, and leadership groups.
• Translate enterprise priorities into practical readiness plans, engagement strategies, and adoption milestones in partnership with initiative leaders.
• Ensure transformation efforts are introduced in ways the organization can realistically absorb, with clear sequencing, ownership, and reinforcement.
• Identify where additional alignment, sponsorship, or intervention is needed to support progress and adoption.

Change Strategy, Communications & Enablement

• Design and lead change and communications approaches that help leaders and employees understand the purpose, implications, and expectations of major transformation efforts.
• Develop executive-ready messaging, stakeholder materials, FAQs, and communication artifacts that support clarity and consistency across the organization.
• Partner with internal communications, HR, and business leaders to align messaging, timing, and audience strategies across initiatives.
• Define manager and leadership enablement needs so local leaders are equipped to reinforce change and guide their teams through transition.
• Support the development of engagement mechanisms, materials, and forums that promote shared understanding, reinforce decisions, and reduce confusion.

Execution Support, Governance & Continuous Improvement

• Partner with Transformation Operations and other Enterprise Transformation Office leaders to integrate readiness and adoption activities into broader program plans, governance routines, and milestone tracking.
• Monitor organizational readiness, stakeholder sentiment, and adoption progress, surfacing risks, dependencies, and course corrections early.
• Establish practical mechanisms to track adoption progress and identify where additional reinforcement, engagement, or intervention is needed.
• Build repeatable change and readiness disciplines, templates, and operating rhythms that can be applied across multiple transformation efforts.
• Contribute to a more consistent enterprise approach to how Versant plans for, introduces, and sustains change over time.

Qualifications

• 7+ years of experience in organizational change management, transformation enablement, strategic program delivery, or related enterprise roles.
• Experience supporting large-scale, cross-functional transformation initiatives in complex organizations.
• Demonstrated ability to build stakeholder alignment and drive adoption across senior leadership, business teams, and functional partners.
• Strong executive communication and presentation skills, with the ability to translate complex change into clear, actionable messaging.
• Experience assessing organizational impacts, readiness needs, and adoption risks, and converting those insights into practical action plans.
• Strong program instincts and operational discipline, including the ability to work across timelines, dependencies, and multiple stakeholder groups.
• Ability to influence without direct authority and operate effectively across business, HR, communications, finance, and technology partners.
• High degree of judgment, maturity, and comfort operating in dynamic, evolving environments.

Preferred Qualifications

• Experience working in or alongside an enterprise transformation office, strategy function, or large-scale business transformation program.
• Familiarity with change management, stakeholder engagement, and adoption approaches across technology, process, and operating model initiatives (e.g., Prosci and ADKAR).
• Experience building repeatable change and readiness practices rather than supporting one-off projects only.
• Comfort operating in environments that require both strategic thinking and hands-on execution.

This position is eligible for company sponsored benefits, including medical, dental and vision insurance, 401(k), paid leave, tuition reimbursement, and a variety of other discounts and perks.  Salary range: $160,000 - $175,000 (bonus eligible) 

We are accepting applications for this position on an ongoing basis. 

As part of our selection process, external candidates may be required to attend an in-person interview with a VERSANT Media employee at one of our locations prior to a hiring decision. VERSANT Media's policy is to provide equal employment opportunities to all applicants and employees without regard to race, color, religion, creed, gender, gender identity or expression, age, national origin or ancestry, citizenship, disability, sexual orientation, marital status, pregnancy, veteran status, membership in the uniformed services, genetic information, or any other basis protected by applicable law.

If you are a qualified individual with a disability or a disabled veteran and require support throughout the application and/or recruitment process as a result of your disability, you have the right to request a reasonable accommodation. You can submit your request to [email protected].

VERSANT Media is committed to fair and equitable compensation practices. We include a good faith pay range for each position to comply with applicable state and local pay transparency laws and to promote equity across our organization. Actual compensation will be based on factors such as the candidate's skills, qualifications, experience, and location and may include additional forms of compensation and benefits such as health insurance, retirement plans, paid time off, etc.

VERSANT Media is not accepting unsolicited assistance from search firms for this employment opportunity. All resumes submitted by search firms to any employee at VERSANT via-email, the Internet, or in any form and/or method without a valid written Statement of Work in place for this position from VERSANT's Talent Acquisition team will be deemed the sole property of VERSANT. No fee will be paid in the event the candidate is hired by VERSANT as a result of the referral or through other means.