Principal Change Management

Guidewell's Transformation Office (TO) converts the company's strategy into a disciplined, resourced, and governed program of work. The Senior Director, Change Management, designs the target-state operating model and drives the behavior change and adoption work that determines whether a transformation initiative actually takes hold.

Reporting directly to the VP of Transformation and Performance, this role builds and applies a consistent change management methodology across every major initiative in the TO's portfolio, ensuring that operating model changes, new processes, and new AI-enabled products are not just delivered but adopted. This role operates as a peer-partner to the other TO leaders, and is accountable for the change-readiness and adoption metrics that feed the enterprise transformation scorecard.

• Leads operating model design work for major transformation initiatives, translating target-state capability and process changes from Business Architecture and Process Excellence into concrete organizational structures, roles, and decision rights.
• Owns enterprise change communications strategy: leadership narratives, stakeholder messaging, town halls, and the change communications calendar for the TO's full portfolio of initiatives.
• Leads behavior change and adoption programs, including training and reinforcement plans, change champion networks, coaching, and resistance management, using a consistent change management methodology across initiatives.
• Runs change impact and change readiness assessments for major initiatives, identifying which stakeholder groups are most affected and tailoring the change approach accordingly.
• Partners with the Director, Transformation Governance and Performance, to ensure change-readiness and adoption metrics are reflected accurately and on schedule in the enterprise transformation scorecard.

• Partners with the Senior Director of AI Enablement and the Senior Director of Business Architecture, Process Excellence and Product Management to build the people plan for every major AI, process, and product change before it launches.

• Builds and develops leadership bench strength across the operating model design, communications, and behavior-change/training disciplines, and manages a multi-team organization spanning all three.
• Represents the people implications of transformation in steering committee and governance forums, ensuring change readiness is weighed alongside financial and delivery considerations in go/no-go decisions.

• 10+ years’ related work experience. Experience Details:
  Organizational change management, communications, or organizational design/development, including direct experience leading change for large, complex enterprise transformation programs.
• 5+ years’ direct supervisory/management experience
• Related Bachelor’s degree or additional related equivalent work experience
• Experience designing operating model changes (org structure, roles, decision rights) in partnership with a business or enterprise architecture function.
• Demonstrated experience applying a structured change management methodology (e.g., Prosci ADKAR or equivalent) across multiple concurrent initiatives.
• Demonstrated ability to build trust and credibility across a senior, cross-functional stakeholder group, including delivering difficult messages about organizational change.
• Comfort operating with real authority inside ambiguous, still-forming organizational structures.

• Master’s degree
• Prosci Change Management Certification (ADKAR model)
• CCMP (Certified Change Management Professional) from ACMP PROSCI or Kotter-based certifications
• PMP or PgMP
• Six Sigma/Lean certifications

Sedentary work:
Exerting up to 10 pounds of force…