AI Transformation Manager

SCAN Health Plan • Long Beach, CA

2d • Hybrid

About The Position

SCAN is seeking transformation leaders who can bridge business strategy, workforce change, and technology delivery to help redesign how work gets done. As an AI Transformation Manager, you will partner with department leaders to identify high-value opportunities, redesign workflows, align operating models and roles, and ensure that technology-enabled change is adopted successfully by the people doing the work. This role functions as the connective tissue between business owners, technology teams, Learning & Development, Talent, HR partners, product teams, and governance stakeholders. You will help translate strategic goals into practical transformation plans that include process design, capability building, job architecture implications, adoption plans, metrics, and sustained behavior change. Engagements may focus on redesigning a department’s intake process, defining new skills and role expectations for teams adopting AI-enabled workflows, or supporting major technology implementations by ensuring business readiness, training, measurement, and accountability for new ways of working. You’ll partner closely with business leaders, technology teams, Learning & Development, Talent, People & Culture, compliance, and operational teams to turn ambiguity into lasting department-level change.

Requirements

• Bachelor's Degree or equivalent experience in Computer science, Engineering, or a related field required
• Ability to bridge business strategy, operational realities, technology capabilities, and workforce change into practical transformation plans.
• Strong facilitation skills for executive alignment, frontline discovery, workflow mapping, future-state design, and cross-functional decision-making.
• Experience redesigning workflows, roles, handoffs, controls, governance routines, and adoption mechanisms for technology-enabled change.
• Working knowledge of AI, automation, analytics, enterprise systems, and digital tools sufficient to translate between technical teams and business stakeholders.
• Ability to partner with Learning & Development, Talent, HR, and business leaders to define skills, training, job implications, and career path impacts.
• Strong communication and storytelling skills, with ability to create executive-ready materials, manager talking points, playbooks, and adoption communications.
• Ability to define adoption metrics, business outcomes, feedback loops, and continuous improvement routines that sustain transformation after launch.
• Demonstrates curiosity, initiative, adaptability, and comfort operating in ambiguous, fast-changing environments.
• Leadership - Skilled at influencing without authority, aligning stakeholders, and enabling leaders and teams through change
• Business Insight - In-depth understanding of how work, talent, technology, and operating models connect to business outcomes
• Problem Solving - Strong ability to structure ambiguous problems, diagnose root causes, and design practical solutions
• Strategic Mindset - Connects transformation work to enterprise priorities, measurable value, and sustainable operating model change
• Change Leadership - Builds readiness, trust, adoption, and accountability for new ways of working

Nice To Haves

• Prosci Change Management Certification, Certified Change Management Professional (CCMP), or equivalent change management credential.
• Relevant certifications in project/program management, agile delivery, product management, process improvement, Lean Six Sigma, human-centered design, or service design are beneficial.
• Certifications or practical training in AI literacy, responsible AI, data governance, healthcare operations, or workforce transformation are advantageous.
• Extensive experience (6+ years) leading business transformation, technology-enabled change, operating model redesign, workflow redesign, product/program delivery, organizational effectiveness, or enterprise change initiatives.
• Demonstrated experience leading significant department-level change involving new technology, AI, automation, analytics, digital tools, or enterprise systems.
• Proven ability to bridge business and technical teams, translating operational needs into solution requirements, adoption plans, training needs, job implications, and measurable outcomes.
• Experience partnering with Learning & Development, Talent, HR, or People & Culture teams on role-based learning, capability development, job descriptions, skills frameworks, job architecture, or career pathing.
• Experience facilitating executive and frontline stakeholder workshops, workflow decomposition sessions, future-state design sessions, and adoption planning.
• Strong track record defining KPIs, adoption metrics, value hypotheses, feedback loops, and continuous improvement plans for transformation initiatives.
• Healthcare, regulated industry, operations, member experience, clinical operations, or payer experience is highly valued.

Responsibilities

• Partner with department leaders to understand strategic priorities, operating challenges, workflow pain points, and measurable business outcomes.
• Lead discovery activities including stakeholder interviews, workflow observation, process mapping, opportunity sizing, and readiness assessment.
• Translate ambiguous business needs into transformation opportunities, success metrics, adoption requirements, and cross-functional delivery plans.
• Build trusted relationships with business leaders and serve as a strategic partner for department-level technology-enabled change.
• Facilitate redesign of business processes, roles, handoffs, controls, and decision rights to enable successful adoption of AI, automation, analytics, and other technology-enabled capabilities.
• Define current-state and future-state workflows, including what should be automated, augmented, stopped, standardized, elevated, or retained by human teams.
• Partner with product, engineering, architecture, data, and platform teams to ensure solutions fit the real operational environment and business adoption needs.
• Develop transformation roadmaps that sequence pilots, rollout waves, dependencies, stakeholder engagement, training, communications, and measurement.
• Partner with Learning & Development to define role-based training, practical enablement, coaching, and reinforcement plans that help employees adopt new tools and ways of working.
• Partner with Talent and People & Culture to identify job description, role architecture, skill, proficiency, and career path implications of technology-enabled transformation.
• Create practical change assets such as stakeholder maps, manager talking points, adoption playbooks, workflow guides, training outlines, and feedback loops.
• Help leaders build confidence, alignment, and accountability for sustained behavior change rather than one-time tool deployment.
• Define measurable success metrics for transformation initiatives, including operational outcomes, adoption, employee experience, quality, cycle time, cost, risk, and value realization.
• Monitor adoption and impact after launch, using data and stakeholder feedback to identify barriers, optimize workflows, and reinforce new behaviors.
• Identify additional opportunities for automation, augmentation, skill development, and process simplification through ongoing engagement with business partners.
• Create reusable playbooks, templates, and lessons learned that make future department-level transformations faster and more consistent.
• Partner with compliance, privacy, legal, security, governance, and operational leaders to ensure transformation initiatives include appropriate controls, escalation paths, and human oversight.
• Document risks, assumptions, operational impacts, role impacts, training needs, and decision rights for technology-enabled workflows.
• Ensure responsible AI and technology adoption practices are embedded into rollout planning, communications, and ongoing measurement.
• Support governance routines that clarify ownership, reduce duplication, and keep transformation efforts aligned to enterprise priorities.

Benefits

• Base Salary Range: $106,200 to $182,983 annually
• An annual employee bonus program
• Robust Wellness Program
• Generous paid-time-off (PTO)
• 11 paid holidays per year, 1 floating holiday, birthday off, and 2 volunteer days
• Excellent 401(k) Retirement Saving Plan with employer match
• Robust employee recognition program
• Tuition reimbursement
• An opportunity to become part of a team that makes a difference to our members and our community every day!

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level