Principal Enterprise Change Strategist

Company :

Job Description : 

JOB SUMMARY

This job serves as the Principal Enterprise Change Strategist, operating at the highest level of the organization to shape and guide enterprise-wide changes by anticipating the future of work, enabling bold shifts in how we operate, and embedding sustainable change in a rapidly evolving environment. As an expert practitioner in Enterprise Change, you are responsible for strengthening change capabilities in the organization and supporting the most complex changes impacting business outcomes by leading complex, cross-functional change strategies that drive enterprise priorities forward—particularly in areas where digital transformation, data, and AI are redefining roles, workflows, and value creation. Partnering with HR Partners, transformation leaders, and executive sponsors, you will act as a strategic advisor, integrator, and force multiplier. You will identify barriers and provide a recommended path for changing human behavior through coaching, orchestrating interventions, and providing input into mechanisms that reinforce desired outcomes, while also fostering relationships with internal partners to understand culture dynamics and barriers to change.

ESSENTIAL RESPONSIBILITIES

• Architect and execute integrated change strategies and interventions for large-scale, high-priority transformation efforts by collaborating across Human Resources, business transformation teams, and senior business leaders to translate vision into aligned behavior, mindset shifts, and changes to ways of working. This includes, but isn’t limited to, standing up cross-functional change networks, coaching and equipping executive leaders to visibly and actively sponsor change, creating and facilitating co-design workshops, and developing targeted interventions that address workforce readiness and change adoption.
• Identifies, builds, and fosters relationships with internal stakeholders to gain a deep understanding of the business strategy and objectives, and influences and drives maturity and scalability of capabilities, practices, and frameworks for change readiness, adoption, and sustainment.
• Leverages industry-best practices, strategies, and approaches to influence successful behavioral and cultural change
• Incorporates modern workforce dynamics, such as AI augmentation, digital enablement, and cross-functional teaming, into change planning. This includes partnering with leaders in Technology, Data, Business Transformation, and HR to identify where shifts in skills, structure, systems, and strategies will be needed to enable transformation.
• Leverages qualitative and quantitative insights, including sentiment analysis, readiness diagnostics, and stakeholder heat maps, to inform strategy, personalize interventions, and identify measures that support intended business outcomes. Partners with Human Resources, People Analytics, and other internal partners to design and track metrics, and implements meaningful ways to use the data to monitor and share progress.
• Serves as a strategic partner to senior executives by advising and coaching leaders on the people dynamics of complex change (i.e., navigating resistance, shaping narratives, and creating reinforcing mechanisms for adoption) while acting as a neutral integrator across functions to surface cross-cutting risks, opportunities, and interdependencies in change efforts.
• Serves as a thought partner to advise on modern approaches to transformation and innovation.
• Other duties as assigned or requested.

EDUCATION
Required

• Bachelor's Degree in Psychology, Business, or related field

Substitutions

• 6 years of related and progressive experience in lieu of Bachelor's degree

Preferred

• Masters degree in Industrial and Organizational Psychology, Organizational Development, Human Resources, Business, or a related field

EXPERIENCE

Required

• 5 years in Change Management
• 3 years in a leadership role
• 3 years in Project Management

Preferred

• 3 years in External consulting
• Experience with providers related to change management

LICENSES or CERTIFICATIONS
Required

• Certification in change management from an accredited university, professional organization, or industry recognized institution

Preferred

• Additional certification in Organizational Development, Strategic Planning, Performance Systems, or related discipline

SKILLS

• Analytical and Logical Reasoning/Thinking
• Organizational Change Management
• Oral & Written Communication Skills
• Problem Solving & Decision Making
• Project Management
• Digital Fluency & AI Awareness
• Influence and Persuasion, specifically at a senior executive level
• Strategic Planning
• Strategic & Systems Thinking 
• Performance Management       
• Organizational Psychology

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Language (Other than English):

• None

Travel Requirement:

• 0% - 25%

PHYSICAL, MENTAL DEMANDS and WORKING CONDITIONS

Position Type

• Office-based

Physical work site required

• Yes

Disclaimer: The job description has been designed to indicate the general nature and essential duties and responsibilities of work performed by employees within this job title. It may not contain a comprehensive inventory of all duties, responsibilities, and qualifications required of employees to do this job.

Compliance Requirement: This job adheres to the ethical and legal standards and behavioral expectations as set forth in the code of business conduct and company policies.

As a component of job responsibilities, employees may have access to covered information, cardholder data, or other confidential customer information that must be protected at all times.  In connection with this, all employees must comply with both the Health Insurance Portability Accountability Act of 1996 (HIPAA) as described in the Notice of Privacy Practices and Privacy Policies and Procedures as well as all data security guidelines established within the Company’s Handbook of Privacy Policies and Practices and Information Security Policy. 

Furthermore, it is every employee’s responsibility to comply with the company’s Code of Business Conduct. This includes but is not limited to adherence to applicable federal and state laws, rules, and regulations as well as company policies and training requirements.

Pay Range Minimum:

Pay Range Maximum:

Base pay is determined by a variety of factors including a candidate’s qualifications, experience, and expected contributions, as well as internal peer equity, market, and business considerations.  The displayed salary range does not reflect any geographic differential Highmark may apply for certain locations based upon comparative markets.

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