Change Management CV example

A great change manager doesn’t just adjust processes – they lead transitions and embed results. But even if you’ve led the most seamless go-lives or coached teams through messy restructures, your next role still depends on a recruiter understanding all of that – sometimes in just a few seconds.

This guide walks you through writing a CV that highlights your delivery skills, your strategic mindset, and the impact of your work – written in the kind of language hiring managers are actually looking for.

If you’ve ever walked into a team mid-project and had to bring clarity fast, you already know how important structure is – and your CV is no different. A disorganised layout won’t inspire confidence, no matter how impressive your experience may be. Keeping everything ordered and free from mistakes is the best thing you can do for recruiters.

Here’s the layout to follow:

• Name and contact details – Start with your name and personal details – make it simple for recruiters to reach you. Including a photo is a personal choice.
• Profile – Use this section to summarise your experience, strengths, and what makes you a standout candidate.
• Core skills – Outline your primary competencies to give recruiters a snapshot of your strengths.
• Work experience – Walk through your professional experience, beginning with your latest position and moving backwards.
• Education – Outline your education and certifications, focusing on those most relevant to the role. 
• Additional info – This section is optional, but it’s a good place for hobbies that complement your CV.
  

Use bullet points to break down text in a clear, digestible way. Stick to a clean font that’s easy to read, and make sure your section headings guide the reader effortlessly through the document. Keep it under two pages in length, and use white space to keep things from feeling cramped. The right format sets the tone – showing you value clarity and results.

This paragraph introduces you as the go-to person for change. Whether you specialise in cultural shifts, digital rollouts, or process redesign, your CV profile needs to demonstrate the value you offer and the outcomes you’ve driven – not just what you’ve been involved in.

Keep it high-level but impactful, giving the recruiter a clear reason to keep reading: this is your first chance to really catch their attention and prove that you’re worth proper consideration.

Include the following:

• Where you worked – Mention industries and company types – from finance and tech to public sector or consultancy environments.
• Your top qualifications – State any formal training or certifications in change management, project delivery, or business transformation.
• Essential skills – Reference strategic planning, stakeholder engagement, training delivery, and post-implementation support.
• Project focus – Briefly note the kinds of change initiatives you’ve led – digital transformation, process redesign, system upgrades, etc.
• Value delivered – Highlight how your work led to measurable outcomes: smoother adoption, reduced resistance, improved ROI, or sustained change.
  

The key here is clarity. Hiring managers want to immediately see that you speak the language of change – so your skills section should reflect real, tangible abilities. Focus on tools, techniques, and frameworks you’ve used.

Tailor your CV skills to the job spec where possible. Your goal is to echo the language employers are using – and show that your expertise aligns with what they need to transform successfully.

This is where your leadership and strategic thinking take centre stage. Rather than listing vague responsibilities, show what change actually looked like: what you led, how you led it, and what results it delivered. List your jobs in reverse chronological order. 

Begin each work experience with a short overview of the organisation, your role, and the scope of your projects. Then use bullet points to outline your specific achievements and measurable outcomes – from managing resistance to embedding cultural shifts.

• Outline – Introduce the employer, department, and your overall change remit. Specify the kind of programmes or initiatives you supported.
• Responsibilities – Use action words like “implemented” and “facilitated.” For example: “implemented a new CRM system across 3 divisions” or “facilitated workshops to gather user feedback and support buy-in.”
• Achievements – Highlight successful project outcomes, quantifiable improvements, or culture-change milestones. Back up your results with metrics where possible – adoption rates, time saved, or feedback scores.

Although not always the primary focus, your education section should still present a clear picture of your academic and professional training. If you’ve completed a degree, list it with institution and dates. More importantly, include any change-focused or project management certifications.

It’s about reinforcing your credibility, not taking up space – just enough detail to show you’re qualified and professionally invested in what you do.