Frontline Recruiting Change Manager

Role: Frontline Recruiting Change Manager

Team: Talent Marketplace

Scope: Individual Contributor, P3

Years of Experience: 3+

Location: Reno, NV - Hybrid

Duration: Full-time, Fixed Term (1 year)

Reports to: Talent Operations Manager

Job Summary

The Frontline Recruiting Change Manager will play a critical role in strengthening and stabilizing frontline recruiting by leading change management, learning and development, project deliverables, and communication planning to support the adoption and integration of key recruiting technologies, particularly Paradox and Criteria. This role will also build the foundational resources, training, and standardized processes needed to scale and sustain frontline recruiting effectively.

This role will partner closely with Talent Operations, Hiring Managers, and People & Culture partners to create clarity, consistency, and confidence across frontline recruiting and operations. The Change Manager brings a practical, people-centered approach to change, helping teams design and deliver training that translates new tools and processes into day-to-day recruiting practices.

What You'll Do

Lead Change Management & Technology Adoption

• Design and deliver training to support rollout, adoption, and sustained use of frontline recruiting technologies.

• Partner with Talent Operations to develop and execute change management strategies that support frontline teams through new tools, workflows, and expectations.

• Identify adoption risks and training needs, then design and deliver interventions to address them.

Build & Maintain Frontline Recruiting Resources

• Develop, organize, and maintain resources to support frontline hiring, including training documentation, communication plans, interview guides, and process documentation.

• Support the creation and continuous improvement of resource-first tools that enable recruiters and hiring managers to self-serve effectively.

• Partner with the Talent Operations Manager, Project Manager, Enablement, Talent Coordinators, Hiring Managers, and Frontline Recruiters to ensure materials reflect real-world needs and are simple, usable, and consistent.

Enable Standardization Across Frontline Recruiting

• Build evergreen training and guidance that standardizes frontline recruiting processes, interview practices, hiring manager workflows, and best practices.

• Partner with the Talent Operations Manager and leadership to document, communicate, and reinforce frontline recruiting policies and best practices alongside new technology.

• Help reduce variability across teams while honoring the unique needs of Retail, Distribution Centers, and Customer Experience.

Drive Training & Capability Building

• Design and deliver training and learning experiences related to frontline recruiting technology, tools, and processes.

• Build shared understanding of roles, workflows, and standards across recruiters and cross-functional partners.

• Translate program goals into practical, frontline-ready guidance that teams can apply immediately.

Change Enablement & Stakeholder Partnership

• Proactively manage timelines, dependencies, and deliverables across multiple workstreams, surfacing risks and proposing mitigation plans.

• Partner closely with the Talent Operations Manager, Project Manager, Enablement, Talent Coordinators, Hiring Managers, and Frontline Recruiters.

Who You Are

• A thoughtful change manager who brings people along through clarity, empathy, and practical action.

• You use an agile, customer-centered approach to prioritize high-impact work, align to capacity, and deliver on time with quality.

• Comfortable operating in ambiguity and helping teams build structure where it's needed most.

• Organized, detail oriented, and able to manage multiple initiatives without losing sight of the bigger picture.

• Collaborative and relationship-driven, with the ability to work across functions and frontline environments.

• Grounded and pragmatic-you're focused on what actually works in day-to-day recruiting, not just what looks good on paper.

• Passionate about equitable, consistent hiring experiences and supporting teams through change.

Experience You Bring

• Experience leading or supporting change management initiatives, ideally in hiring, HR, talent, or people operations environments, including deploying new technology and updating recruiting policies.

• Experience implementing or supporting technology adoption, preferably within recruiting or frontline contexts.

• Strong change management and adoption skills, including planning, coordination, and delivery across multiple stakeholders.

• Experience designing and delivering training materials that translate new systems, processes, and expectations into simple, just-in-time, usable, and accessible guidance for frontline teams.

• Highly experienced in creating training materials, process documentation, or enablement resources.

• Familiarity with frontline or high-volume recruiting environments (Retail, DC, CX, or similar) is strongly preferred.

• Experience working cross-functionally with Recruiters, Hiring Managers, and People & Culture partners.

• Comfort translating strategy into clear, actionable tools and resources.

Hiring Range: $85,000 - $90,000 USD Annual

At Patagonia, pay ranges are assigned to a job based on the location specific market median of similar jobs, according to 3rd party salary benchmark surveys. Individual pay within that range can vary for several reasons including skills/capabilities, experience, and available budget. Note the full pay range for this role ranges from $80,900 - $121,300 USD Annual. The Hiring Range reflects where in the range we intend to hire for this role.

Benefits

Patagonia offers a comprehensive benefits package, including medical, dental, vision, retirement and leave of absence plans. Benefit plans may vary slightly depending on the nature of your employment.

Workplace Location Overview

This position is Hybrid, with a standard schedule of three days a week on-site at the Reno, NV office and remote work on other days. Additional office visits may be required for team events or critical meetings.

Employee Conduct

It is the responsibility of every employee to contribute to a positive work environment through cooperative and professional interactions with co-workers, customers and vendors.

Equal Employment Opportunity

All qualified applicants will receive consideration for employment without discrimination on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, or any other factors prohibited by law.