Director Enablement

The Director, Change Enablement & Business Readiness will lead the people and business-readiness dimensions of significant transformation initiatives. This role will partner closely with business and functional leaders to understand how changes to processes, technology, roles and ways of working affect the organization and ensure teams are prepared to successfully adopt and sustain those changes. Success in this role requires more than traditional change-management expertise.

The successful candidate will bring strong process-improvement and transformation-execution experience, with the ability to connect strategy, process design and technology change to the practical realities of implementation and adoption.

Lead change strategy and business readiness Develop integrated change and readiness strategies that translate transformation plans into clear impacts, interventions and actions for the business. Assess impacts to people, processes, roles and capabilities and identify readiness, adoption and organizational risks. Establish readiness criteria and provide leaders with a clear view of gaps, risks and interventions required for implementation. Ensure change and readiness activities remain aligned with transformation milestones and intended business outcomes.

Connect transformation to execution Partner across Operations, Technology, Product, Risk and transformation teams translate future-state designs into executable business change. Apply a process-improvement mindset to understand current-state challenges, future-state outcomes and the practical implications of change. Facilitate decisions and challenge designs where operational, people or readiness implications have not been sufficiently addressed. Support transformation through implementation and stabilization, maintaining focus on adoption and sustainable outcomes.

This keeps the process-improvement dimension that is important in your organization. Your broader transformation model explicitly connects opportunity identification, prioritization and delivery rather than treating them as separate disciplines. Drive leadership alignment and adoption Advise and engage leaders on the change vision, key decisions, accountabilities and actions required from their teams. Develop targeted stakeholders, communications, learning and engagement approaches based on documented impacts.

Define and monitor readiness and adoption measures, using feedback and evidence to identify where intervention is required. Help embed new processes, capabilities and ways of working beyond implementation. Build change capability Strengthen change capability through coaching, facilitation, tools and practical guidance. Leverage enterprise change-management approaches while adapting them pragmatically to individual initiatives. Enable business leaders to increasingly lead change within their own teams.

Build reusable practices and learned lessons that improve transformation delivery across the organization. That last point remains important because the change-enablement direction you've established is advisory and capability-building rather than having a central team permanently execute changes on behalf of the business.

Significant experience leading change management, business readiness, continuous improvement or transformation delivery in complex organizations. Demonstrated experience translating process, technology or operating-model transformation into practical business impacts, readiness plans and adoption outcomes. Strong knowledge of change disciplines including impact assessment, stakeholder engagement, leadership alignment, communications, learning and…