Adoption Lead, Transformation Office

JOB DESCRIPTION

The Change and Adoption Lead is responsible for the enterprise change, enablement, adoption, and deployment strategy across the Transformation Office portfolio. This role sets the strategic direction for how transformation is introduced, understood, adopted, reinforced, deployed, and sustained across the organization. The position ensures that every approved initiative includes a credible change strategy, stakeholder-engagement model, readiness approach, deployment plan, enablement framework, adoption measures, and sustainment path before the work is considered successful.

Job Summary



JOB DESCRIPTION

The Change and Adoption Lead is responsible for the enterprise change, enablement, adoption, and deployment strategy across the Transformation Office portfolio. This role sets the strategic direction for how transformation is introduced, understood, adopted, reinforced, deployed, and sustained across the organization. The position ensures that every approved initiative includes a credible change strategy, stakeholder-engagement model, readiness approach, deployment plan, enablement framework, adoption measures, and sustainment path before the work is considered successful.



Job Duties


Enterprise change strategy

• Defines the enterprise change, adoption, enablement, and deployment strategy for the Transformation Office portfolio
• Establishes the standards, methods, tools, and minimum expectations for change planning across all Transformation Office initiatives
• Translates enterprise transformation priorities into stakeholder-specific change approaches that support understanding, readiness, behavior change, and sustained adoption
• Ensures change strategy influences initiative scope, sequencing, governance, resource planning, communications, training, deployment timing, and handoff criteria
• Identifies where the cumulative volume of transformation creates organizational fatigue, adoption risk, leadership overload, or conflicting messages
• Advises the National Managing Principal, Transformation Office, and executive sponsors on the organization’s ability to absorb planned changes

• Establishes governance routines that make change readiness, adoption risk, stakeholder impact, deployment complexity, and sustainment visible to executive sponsors
• Advises the Managing Director and executive sponsors on change implications of portfolio sequencing, launch timing, resource constraints, and competing enterprise messages
• Defines escalation paths for unresolved adoption risks, leader alignment gaps, readiness concerns, and deployment blockers
• Ensures executive governance discussions include change capacity, leadership commitment, adoption evidence, and business readiness
• Prepares executive-level change recommendations, risk summaries, and decision points for portfolio and steering committee forums

• Defines enterprise stakeholder-segment standards, including sponsors, business owners, change champions, impacted leaders, practitioners, support teams, and affected end users
• Develops leader activation strategies that clarify what leaders must know, say, reinforce, model, and measure
• Equips sponsors and business owners to visibly own changes rather than relying on the Transformation Office to drive adoption alone
• Identifies stakeholder resistance, misalignment, competing priorities, and readiness gaps early enough to adjust plans
• Creates feedback loops that capture field sentiment, operational concerns, and practical adoption barriers

• Defines readiness criteria required before major milestones, pilots, launches, deployments, and operational handoffs
• Requires initiative-level change plans to include impact assessments, communications needs, enablement requirements, adoption measures, reinforcement actions, and sustainment ownership
• Partners with Analytics and Reporting to build adoption scorecards and readiness views for leadership review
• Distinguishes between awareness, training completion, initial use, behavior change, operational adoption, and sustained performance
• Uses adoption evidence to recommend whether initiatives should proceed, pause, adjust, or receive targeted reinforcement

• Defines the change requirements that should inform communications, learning, leader toolkits, job aids, office hours, support models, and deployment materials
• Partners with the Enablement /…