Senior Manager, Workforce Enablement & Communications

Role Overview

• Assess and analyze workforce, role and operating model impacts resulting from Transformation program design and deployment decisions across impacted Business Areas.
• Create appropriate models for interim (implementation), stabilization and optimization.
• Enable strategic workforce and operating model decisions by translating program requirements into clear implications for roles, skills, deployment models and ways of working.
• Facilitate cross functional working sessions with BAs, HRBPs, TPMO, other internal stakeholders and external strategic vendor partners (e.g., Business Integrator) to align workforce impacts, sequencing and readiness actions.
• Support integration of workforce impacts into existing HR practices (e.g., job architecture, staffing approaches) through HR-owned processes in close partnership with HRBPs.
• Identify workforce related risks (e.g., capacity, readiness, labor considerations) and escalate material tradeoffs or unresolved issues to the senior leadership.
• Support program culture enablement identifying changes required to decision norms, collaboration models and leader behaviors tied to future state operating model.
• Lead and manage a small team of transformation enablement and/or communications resources, providing direction on priorities, quality standards and capability development aligned to program phases and readiness needs.
• Create communication strategy for the program across enterprise key stakeholders.
• Create communication strategy for the program.
• Align with the Business Integrator and Systems Integrator.
• Develop and execute internal transformation communications related to all program activities to impacted teams across the enterprise aligned to readiness, such as milestones, deployment phases and change impacts.
• Translate complex program and workforce changes into clear, audience appropriate messaging for impacted BAs.
• Coordinate with enterprise and business communication partners to ensure consistency of messaging.
• Maintain a communications cadence that supports readiness, adoption and transparency.
• Partner closely with Change Management, Training, Process roles within the Transformation Readiness to ensure integrated readiness planning.
• Track readiness dependencies related to workforce and communications and surface risks or misalignments early.
• Provide people management for assigned transformation enablement and communications resources.
• Build and sustain transformation capability within the team.
• Ensure team capacity and skills are aligned to program demand across multiple phases.
• Foster a collaborative, outcomes oriented team culture aligned to transformation principles and enterprise values.

Requirements

• Bachelor's degree or equivalent experience.
• 8-10+ years of experience in transformation, operating model enablement, change enablement, HRBP, communications or related program facing roles.
• 3-5 years of people leadership with prior experience managing managers/SME teams.
• Demonstrated experience translating complex program initiatives into workforce, operating model and communication implications.
• Strong facilitation and stakeholder management skills across matrixed organizations.
• HR, Change Management or Program Management certifications a plus!

Benefits

• Annual Incentive Program
• Medical/Pharmacy Plan
• Dental
• Vision
• Life Insurance
• Dependent Care Reimbursement Account
• Health Care Reimbursement Account
• Health Savings Account (HSA) (if enrolled in eligible health plan)
• Limited-Purpose FSA (if enrolled in eligible health plan and HSA)
• Transportation Reimbursement Account
• Short-term disability (STD)
• Long-term disability (LTD)
• Employee Assistance Program (EAP)
• Fitness Center Reimbursement (if enrolled in eligible health plan)
• Tuition reimbursement
• Transit programs
• Employee recognition program
• Pension
• 401(k) plan
• Paid time off (PTO)
• Holidays
• Volunteer Paid Time Off (VPTO)
• Parental Leave