Principal Change Management

Location: United States; Hybrid

Guidewells Transformation Office (TO) converts the companys strategy into a disciplined, resourced, and governed program of work. The Senior Director, Change Management, designs the target-state operating model and drives the behavior change and adoption work that determines whether a transformation initiative actually takes hold.

Reporting directly to the VP of Transformation and Performance, this role builds and applies a consistent change management methodology across every major initiative in the TOs portfolio, ensuring that operating model changes, new processes, and new AI-enabled products are not just delivered but adopted. This role operates as a peer-partner to the other TO leaders, and is accountable for the change-readiness and adoption metrics that feed the enterprise transformation scorecard.

Key Responsibilities: 
• Leads operating model design work for major transformation initiatives, translating target-state capability and process changes from Business Architecture and Process Excellence into concrete organizational structures, roles, and decision rights. 
• Owns enterprise change communications strategy: leadership narratives, stakeholder messaging, town halls, and the change communications calendar for the TOs full portfolio of initiatives.
• Leads behavior change and adoption programs, including training and reinforcement plans, change champion networks, coaching, and resistance management, using a consistent change management methodology across initiatives. 
• Runs change impact and change readiness assessments for major initiatives, identifying which stakeholder groups are most affected and tailoring the change approach accordingly. 
• Partners with the Director, Transformation Governance and Performance, to ensure change-readiness and adoption metrics are reflected accurately and on schedule in the enterprise transformation scorecard. 
• Partners with the Senior Director of AI Enablement and the Senior Director of Business Architecture, Process Excellence and Product Management to build the people plan for every major AI, process, and product change before it launches.
• Builds and develops leadership bench strength across the operating model design, communications, and behavior-change/training disciplines, and manages a multi-team organization spanning all three. 
• Represents the people implications of transformation in steering committee and governance forums, ensuring change readiness is weighed alongside financial and delivery considerations in go/no-go decisions.

Key Requirements: 
• 10+ years’ related work experience. Experience Details: Organizational change management, communications, or organizational design/development, including direct experience leading change for large, complex enterprise transformation programs.
• 5+ years’ direct supervisory/management experience 
• Related Bachelor’s degree or additional related equivalent work experience 
• Experience designing operating model changes (org structure, roles, decision rights) in partnership with a business or enterprise architecture function. 
• Demonstrated experience applying a structured change management methodology (e.g., Prosci ADKAR or equivalent) across multiple concurrent initiatives. 
• Demonstrated ability to build trust and credibility across a senior, cross-functional stakeholder group, including delivering difficult messages about organizational change. 
• Comfort operating with real authority inside ambiguous, still-forming organizational structures.

Preferred:
• Master’s degree 
• Prosci Change Management Certification (ADKAR model) 
• CCMP (Certified Change Management Professional) from ACMP PROSCI or Kotter-based certifications 
• PMP or PgMP 
• Six Sigma/Lean certifications 

General Physical Demands
Sedentary work: Exerting up to 10 pounds of force occasionally to move objects. Jobs are sedentary if traversing activities are required only occasionally. 
 

Physical/Environmental Activities
Must be able to travel to multiple locations for work (i.e. travel to attend meetings, events, conferences). Frequently 

What We Offer: 
As a Florida Blue employee, you will be at the heart of GuideWell’s vision – to lead the nation in transforming health through compassionate, connected, and technology-enabled care that delivers personalized value and empowered living. 

To support your wellbeing, comprehensive benefits are offered. As an employee, you will have access to: 
 

• Medical, dental, vision, life and global travel health insurance;
• Income protection benefits: life insurance, short- and long-term disability programs;
• Leave programs to support personal circumstances;
• Retirement Savings Plan including employer match;
• Paid time off, volunteer time off, 10 holidays and 2 well-being days;
• Additional voluntary benefits available; and
• A comprehensive wellness program

Employee benefits are designed to align with federal and state employment laws. Benefits may vary based on the state in which work is performed. Benefits for intern, part-time and seasonal employees may differ.

To support your financial wellbeing, we offer competitive pay as well as opportunities for incentive or commission compensation. We also conduct regular annual reviews with pay for performance considerations for base pay increases. 

Annualized Salary Range: $152,000 - $247,000

Typical Annualized Hiring Range: $152,000 - $190,000

Final pay will be determined with consideration of market competitiveness, internal equity, and the job-related knowledge, skills, training, and experience you bring.

We are an Equal Employment Opportunity employer committed to cultivating a work experience where everyone feels like they belong and can perform at their best in pursuit of our mission. All qualified applicants will receive consideration for employment.

Guidewells Transformation Office (TO) converts the companys strategy into a disciplined, resourced, and governed program of work. The Senior Director, Change Management, owns the people side of transformation: designing the target-state operating model and drives the behavior change and adoption work that determines whether a transformation initiative actually takes hold.Reporting directly to the VP of Transformation and Performance, this role builds and applies a consistent change management methodology across every major initiative in the TOs portfolio, ensuring that operating model changes, new processes, and new AI-enabled products are not just delivered but adopted.This role operates as a peer-partner to the other TO leaders, and is accountable for the change-readiness and adoption metrics that feed the enterprise transformation scorecard.