Global Change Management CoE Director

Role Summary

The Director, Transformation Enablement will accelerate business transformation outcomes by leading the change strategy and adoption agenda across digital transformation initiatives. This role is the "change + transformation enablement" leader who ensures transformations are understood, embraced, and sustained-by shaping leadership alignment, influencing operating decisions, and driving measurable adoption and behavior change.

The Director is expected to act as a senior advisor and operator-partnering with Transformation/Program owners to translate strategy into people, culture, and ways-of-working changes that deliver business value.

What Success Looks Like

• Leaders are aligned, equipped, and consistently reinforcing the transformation narrative and behaviors
• Stakeholders adopt new ways of working quickly and sustain them after launch
• Adoption and behavior change are measured and actively managed like any other business KPI
• Resistance is surfaced early, resolved decisively, and does not derail value realization
• Change capability is built into the organization-not dependent on one person

Key Responsibilities

1) Enable Transformation Outcomes Through Change Leadership

• Partner with transformation sponsors and program owners to shape initiative strategy through a people/adoption lens (readiness, feasibility, risk, sequencing).
• Translate transformation goals into clear change impacts for teams, and define the behavioral and capability shifts required to realize benefits.
• Drive decisions that increase adoption likelihood (e.g., role clarity, incentives, operating rhythms, leader routines), not just communications plans.

2) Executive & Leader Alignment (Sponsor Enablement)

• Serve as a trusted advisor to senior leaders to build and sustain sponsorship effectiveness.
• Establish a sponsor operating cadence: leadership messaging, engagement routines, listening mechanisms, and reinforcement loops.
• Coach leaders to lead change visibly and consistently-especially across matrixed and global environments.

3) Adoption Strategy, Measurement, and Interventions

• Define adoption success metrics with program owners (usage, proficiency, compliance, behavior change, time-to-stability) and embed them into program dashboards.
• Build a disciplined approach to readiness assessments, resistance management, and adoption risk mitigation.
• Lead targeted interventions where adoption is lagging (manager actions, workflow fixes, incentive alignment, training redesign, comms reset, etc.).

4) Organization & Culture Enablement

• Ensure operating model, role design, skills, and talent implications are addressed early (partnering with HR, OD, Talent, L&D as needed).
• Reinforce the cultural and ways-of-working shifts required for transformation (collaboration, customer focus, innovation, accountability, data-driven decisions).
• Create mechanisms that sustain change: communities of practice, change champion networks, feedback loops, and reinforcement plans.

5) Build Scalable Change Capability (Not Just Deliverables)

• Establish pragmatic standards and playbooks that teams can actually use (minimum viable change approach, templates, toolkits).
• Uplift change maturity across the organization via coaching, training, and embedding change leads into major initiatives.
• Manage and guide vendor/consulting partners when needed-ensuring ownership stays internal.

6) Portfolio Partnership & Governance Influence

• Participate in transformation governance forums to represent adoption risk and organizational readiness.
• Escalate systemic barriers (capacity, conflicting priorities, unclear ownership, misaligned incentives) and help drive resolution.
• Ensure transformation communications are aligned, truthful, and tied to real decisions-not "spin."

Basic Qualifications

• 15+ years in change leadership, transformation enablement, strategy execution, or operating model implementation in complex organizations.
• Proven track record driving large-scale transformation to measurable success, such as enterprise digital/AI programs, operating model shifts, major process redesign, post-merger integration, or

• multi-region transformation portfolios-with evidence of benefits realized and sustained adoption.
• Demonstrated ability to influence and steer transformation strategy through a change/adoption lens (readiness, capacity, stakeholder dynamics, sequencing), partnering closely with executive sponsors and program owners.
• Strong executive presence with experience advising and coaching senior leaders; able to challenge constructively and align stakeholders in a matrix environment.
• Experience establishing and managing adoption metrics (e.g., usage, proficiency, compliance, time-to-stability, behavior change) and connecting them to business outcomes (productivity, cycle time, quality, customer/employee experience).
• Strong capability in building scalable change capability (champion networks, leader routines, toolkits/playbooks) and guiding vendors/consultants while keeping ownership internal.
• Bachelor's degree required; MBA or relevant advanced degree a plus.

Compensation & Location

The budgeted base salary range is $150-195k. This position will remain remote and has EST working hours. There may be some traveling to Morrisville, NC or our global HQ in China.