Where should Change Management sit in your organisation?

In all my years recruiting in the Change Management space, one of my first questions to ask is where does she Change function sit? 

I really should have kept a tally of the answers, but as you might imagine, the responses are very mixed – Technology, HR, Operations and even Finance – the reality is, Change Management can sit anywhere.

So, the question is, Where should Change Management sit?

Should it be embedded within a specific department, or is it better suited as an independent function?

In this blog, I’ll explore the different options for where Change Management might sit in an organisation and discuss the pros and cons of each.

1. Under HR

I see this one a fair bit, Change Management sitting under HR due to its focus on employee engagement and organisational culture.

Pros:

• Strong focus on employee well-being and communication.

• Seamless integration with talent management, training, and leadership development.

Cons:

• May lack the strategic and operational perspective needed for large-scale transformations.

• Can be disconnected from business or technological changes.

2. Under the Chief Strategy Officer (CSO) or Chief Transformation Officer (CTO)

For larger transformations, Change Management can report to the CSO or CTO, aligning with the overall strategy.

Pros:

• Close alignment with business strategy and vision.

• Holistic view across departments.

Cons:

• Risk of neglecting the human side of change.

• May be too removed from employee concerns.

3. Under Technology

Again, In tech-heavy transformations, Change Management might sit within IT, particularly for digital projects. A popular home for Change in recent years given the amount of Tech/Digital transformation that has been taking place.

Pros:

• Direct alignment with tech-driven changes.

• Clear understanding of technology integration challenges.

Cons:

• Can overlook employee engagement and cultural aspects of change.

• Risk of disconnect from broader organisational goals.

4. As a separate, centralised function

The Change purist will like this one…..Something I have seen a lot in recent years, organisations creating a standalone Change Management team that operates independently.

Pros:

• Neutral and unbiased approach.

• Can provide a unified, cross-functional strategy for change.

Cons:

• Potential for siloing and lack of coordination.

• Resource-intensive.

5. Embedded within business units

The decentralised model, good for department-specific changes and embedding Change Management within business units.

Pros:

• Tailored change strategies for specific teams.

• Close collaboration with department leaders.

Cons:

• Risk of fragmentation and inconsistency.

• Limited visibility of broader organisational goals.

The right fit depends on your organisation.

I hate to sit on the fence again!….  But ultimately, where Change Management sits depends on the needs of your organisation.

The best place for Change Management depends on your organisation’s structure and goals. Whether embedded in HR, aligned with Strategy, or housed independently, successful Change Management requires strong leadership, clear communication, and integration across the business to drive lasting transformation.

Where does your organisation’s Change Management function sit? Let us know in the comments or drop us an email - hello@freshwater-recruitment.com