Reporting to the Vice President, Talent Management and People Strategy, the Organizational Change Management Director leads the Institute's enterprise approach to change in support of strategic priorities, with a particular focus on advancing clinical transformation. This role sets the direction and governance for change adoption across a portfolio of enterprise and operational initiatives, ensuring that clinical, operational, process, technology, and people changes are implemented effectively and sustained over time.

Reporting to the Vice President, Talent Management and People Strategy, the Organizational Change Management Director leads the Institute's enterprise approach to change in support of strategic priorities, with a particular focus on advancing clinical transformation. This role sets the direction and governance for change readiness across a portfolio of enterprise and operational initiatives, ensuring that clinical, operational, process, technology, and people changes are implemented effectively and sustained over time.

The Director leads the Organizational Change Management Center of Excellence and maintains consistent, scalable practices for stakeholder engagement, communications, learning, sponsorship, readiness, and sustainment across programs and functions. Working closely with clinical leaders, HR, PMO, IS, Operations, Finance, and Communications, the Director integrates change readiness into initiative planning and execution to strengthen adoption, reduce implementation risk, and support realization of expected outcomes and benefits.

The primary area of focus for the role is building organizational and leadership capability to lead change. The Director equips leaders with the tools, frameworks, coaching, and development needed to effectively sponsor, lead, and sustain transformation within their teams and across the Institute. Through strong partnership, strategic counsel, and measurable change practices, this role helps create the conditions for successful clinical transformation and a stronger, more change-capable organization.

The hiring range is based on market pay structures, with individual salaries determined by factors such as business needs, market conditions, internal equity, and based on the candidate's relevant experience, skills and qualifications.

For union positions, the pay range is determined by the Collective Bargaining Agreement (CBA).

$188,900.00 - $204,000.00