Jobs / United States / Abbvie INC
Manager, Change Management
Abbvie INC · 🇺🇸 North Chicago, IL, US
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 177 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 94 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- What Abbvie INC paid sponsored hires in similar roles5 certified filings for “SENIOR PROGRAM MANAGER, BTS US COMMERICAL PATIENT SERVICES” (Information Technology Project Managers) in IL: $139k–$163k, median $160k. Most were filed at wage level IV (60%) — 4 lottery entries, ≈61% projected selection odds for cap-subject employers. Source: US Department of Labor LCA disclosure data (Oct 2025 – Jun 2026).
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
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Sponsor Radar — Abbvie INC
The US Department of Labor certified 177 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 94 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for Abbvie INC →
About the role
Purpose: The Change Management Manager leads change-management delivery for an assigned portfolio, program, or group of complex initiatives. This role partners with project leaders, sponsors, process owners, and functional stakeholders to develop and execute change strategies that support readiness, adoption, behavior change, reinforcement, and business outcomes. The Manager applies the AbbVie-wide RISE framework, oversees initiative-level deliverables, coaches change-management practitioners, identifies risks and barriers, and escalates portfolio-level issues to the Associate Director or Director. The role partners with stakeholders from project inception through implementation, stabilization, and benefits realization. Responsibilities: • Lead change-management strategies and integrated plans for an assigned portfolio, program, or multiple complex initiatives from intake/inception through stabilization and benefits realization. • Apply the RISE framework, tailoring stakeholder, impact, readiness, risk, communications, learning, adoption, and reinforcement activities to initiative needs. • Partner with sponsors, project leaders, process owners, and functional leaders to establish ownership, activate sponsorship, resolve barriers, and sustain accountability. • Conduct or oversee stakeholder, change-impact, readiness, risk, and change-saturation assessments across people, process, technology, and organizational dimensions. • Coordinate integrated communications, training, engagement, change champion, and reinforcement plans, ensuring content is audience-centered, accessible, appropriately sequenced, and aligned to desired behaviors. • Coach Specialists and coordinate cross-functional contributors, contractors, and vendors as applicable, providing initiative-level work direction without changing formal reporting relationships. • Review deliverables for quality and alignment with standards, brand guidelines, accessibility expectations, and governance requirements. • Define and monitor initiative-level measures for readiness, adoption, proficiency, behavior change, feedback, business outcomes, and benefits realization, using insights to address fatigue and improve adoption. • Maintain leadership updates, adoption dashboards, risk escalations, decision materials, and success stories. • Contribute to capability governance, templates, service offerings, lessons learned, and continuous improvement, escalating systemic risks, dependencies, and resource constraints to the Associate Director or Director. • Bachelor’s degree preferred in organizational development, business, communications, education, human resources, psychology, or related field. • 7+ years’ experience leading change management for complex, cross-functional, or enterprise initiatives. • Demonstrated experience developing and executing change strategies across people, process, technology, and organizational changes. • Experience advising senior leaders and project sponsors. • Experience with stakeholder analysis, change-impact assessment, readiness assessment, change-risk management, and adoption measurement. • Experience leading or coordinating change practitioners, contractors, vendors, or cross-functional workstreams. • Strong facilitation, executive communication, writing, presentation, and influencing skills. • Ability to define practical measures of adoption, proficiency, behavior change, business outcomes, and benefits realization. • Analytical, problem-solving, conceptual, and prioritization skills. • Change-management certification preferred (e.g., Prosci, ACMP, or equivalent). Key Stakeholders: Director, IPMO; Associate Director, Change Management; executive sponsors; project and program leaders; process owners; functional leadership; IPMO/PMO;