Change Enablement Partner

The Change Enablement Partner is accountable for supporting the global implementation and embedding of the people side of significant organizational change as assigned or requested by business sponsors, operating across regions and functions to enable global consistency with local relevance.  This newly created role ensures that large‑scale initiatives—such as culture change, workforce transformation, and people transformation initiatives—are fully adopted, behaviorally embedded, and sustained over time.

This role is global, hands‑on, and outcome‑driven. It is not a program governance or change education role. The Change Enablement Partner works directly with executives, senior leaders, and impacted employee populations to shift mindsets, build capability, and hardwire new ways of working into everyday leadership and management practice.  The role requires flexibility to work effectively in a dynamic team, across time zones and diverse cultural contexts, and strong cultural intelligence to tailor change approaches while maintaining a coherent global standard.

Success is defined by observable behavior change, manager ownership, and sustained adoption.

• →Lead change management for major organizational people transformations, including:
  • →Operating model and organizational design change
  • →Workforce and capability transformation
  • →Culture and ways‑of‑working shifts

• →Develop and execute talent-focused change strategies and plans
• →Own impact assessments, readiness diagnostics, and stakeholder mapping
• →Partner with:
  • →HR leadership, HRBPs, HR Talent Management colleagues
  • →Executive sponsors
  • →Transformation, Strategy, Communication, and Program teams

• →Design and deliver communication, engagement, and leader enablement plans
• →Coach senior leaders and managers to act as effective change sponsors
• →Track adoption, engagement, and behavioral change using defined metrics
• →Identify resistance and implement targeted interventions to ensure successful implementation

• Proven experience leading large‑scale organizational change
• Background in HR, People Transformation, OD, or enterprise change
• Strong senior‑leader influencing capability
• Experience applying structured change methodologies (e.g. Prosci / ADKAR)
• Demonstrated success embedding change, not just delivering plans

• Enterprise Systems Thinking - connects business strategy, talent systems, leadership behavior, and culture into a coherent change approach that delivers measurable outcomes.
• Change Ownership & Adoption Discipline - designs for adoption first; establishes reinforcement loops that ensure change is sustained long after formal implementation.
• Behavioral Insight & Intervention Design - diagnoses what truly drives or blocks behavior change and applies targeted, practical interventions, not generic solutions.
• Senior Stakeholder Influence - operates with credibility and confidence at executive level; influences without authority and navigates complexity with judgement.
• Global Agility & Cultural Intelligence - adapts change approach across regions, time zones, and cultures; balances global consistency with local relevance to drive adoption.
• Facilitation & Narrative Creation - facilitates high‑impact conversations and creates compelling narratives that translate strategy into meaningful action.
• Execution in Ambiguity - leads effectively and delivers success through uncertainty and competing priorities.