Director, Enterprise Change Management

📋 Description

• • Lead and champion enterprise-wide change management initiatives, ensuring successful adoption and integration of new strategies, processes, and organizational designs across Humana.
• • Drive significant organizational and leadership impact by developing and implementing comprehensive change management strategies that align with enterprise priorities and foster a culture of continuous improvement.
• • Collaborate closely with key stakeholders across various departments, including I&D (Innovation & Design), Talent Management, HR Business Partners (HRBPs), Associate Experience (AX), and Shared Services, to ensure the development and deployment of fit-for-purpose internal tools and resources.
• • Provide strategic thought leadership and expert consultation to senior leadership, including the SVP of HR Business Partnerships and the Chief Human Resources Officer (CHRO), on critical matters related to CEO and board talent decisions, organizational effectiveness, and strategic workforce planning.
• • Partner with business leadership teams to define and align on the strategic priorities and roadmap for change management, ensuring that all initiatives are well-defined, prioritized, and resourced effectively.
• • Oversee and guide a high-performing team of Change Management Leaders, empowering them to deliver impactful solutions and drive successful change outcomes through their respective business-aligned teams.
• • Develop and implement robust communication plans, stakeholder analysis, and engagement strategies to ensure clear, consistent, and timely information flow throughout the change process.
• • Design and facilitate training programs, workshops, and other development activities to equip leaders and associates with the skills and knowledge necessary to navigate and embrace change.
• • Conduct thorough impact assessments to understand the potential effects of change on different employee groups, processes, and systems, and develop mitigation strategies to address challenges.
• • Monitor and evaluate the effectiveness of change management interventions, utilizing data and feedback to make necessary adjustments and ensure sustained positive outcomes.
• • Foster a proactive and adaptive organizational environment by identifying potential pain points and opportunities for improvement, and developing innovative solutions to address them.
• • Champion a growth mindset throughout the organization, encouraging continuous learning, professional development, and the adoption of new HR best practices.
• • Ensure that change management efforts are integrated with other talent management and organizational development initiatives to create a cohesive and synergistic approach to transformation.
• • Manage project timelines, budgets, and resources effectively to ensure the successful and efficient execution of change management programs.
• • Build strong relationships with internal and external partners, leveraging their expertise and insights to enhance change management capabilities and outcomes.
• • Stay abreast of industry trends, best practices, and emerging technologies in change management and organizational development to continuously refine and improve Humana's approach.
• • Act as a trusted advisor and change agent, guiding leaders and teams through complex organizational shifts and fostering resilience and adaptability.
• • Contribute to the development and refinement of the enterprise change management framework, methodologies, and tools.
• • Ensure that all change management activities are conducted with a strong focus on ethical considerations, data privacy, and compliance with relevant regulations.
• • Drive the adoption of new technologies and digital transformation initiatives by effectively managing the people side of change.
• • Support the integration of acquired companies by leading change management efforts to ensure seamless transition and alignment with Humana's culture and strategic objectives.
• • Develop and implement strategies to measure the ROI of change management initiatives, demonstrating their value to the organization.
• • Empower teams to embrace new ways of working, fostering collaboration and innovation throughout the transformation process.
• • Ensure that change management strategies are inclusive and consider the diverse needs and perspectives of all associates.
• • Drive a culture of accountability and ownership for change outcomes at all levels of the organization.
• • Facilitate effective decision-making processes related to organizational change, ensuring alignment with strategic goals and business needs.