Director-Change Management-MSHS-Full Time

Mount Sinai Health System•New York, NY

About The Position

Reporting to the Vice President, Strategic Program Management, the Director of Change Management supports the Strategic Program Office and the broader system at large by building, scaling, and operationalizing a Center of Excellence (CoE) within the Strategic Program Office (SPO) to support change management across the health system. The role will focus on development of frameworks, tools, talent, team, and culture that will engender lasting organizational change for strategic projects and programs. This leader will serve as the system’s leader on change management practices, blending strategic vision with practical execution. An independent, enterprise-wide perspective on change for high-visibility programs will help leaders anticipate and address the human dimensions of change before they become barriers to delivery. This role will partner directly with the Vice President of Strategic Program Management, clinical and operational executives, and program delivery teams to ensure that major programs are met with readiness and engagement.

Requirements

Bachelor’s degree required
7-10 years of work experience including at least 5 years of experience in change management, organizational development, or transformation leadership.
Strong understanding of healthcare operations, clinical workflows, and technology needs across health systems.
Deep knowledge of change management methodologies (e.g., Kotter, ADKAR).
Exceptional executive-level communication, facilitation, and relationship building skills.
Demonstrated ability to design and improve frameworks, tools, and methodologies.
Proven success driving adoption and behavior change across complex organizations.
Experience building/managing a team of change professionals

Nice To Haves

master’s degree a plus (healthcare, business, or related field).
Prior experience working in a management consulting environment a plus.
Experience leading large-scale change in a healthcare environment strongly preferred.

Responsibilities

Work with the VP of Strategic Program Management to build the foundational architecture of the Change Management CoE, including its charter, operating model, governance structure, and value proposition to the enterprise.
Define the CoE service model, clarifying when the CoE leads directly, embeds practitioners in programs, or provides advisory and coaching support to project teams.
Identify opportunities to modernize and strengthen change practices based on lessons learned, stakeholder feedback, and healthcare industry best practices.
Identify patterns across programs where change efforts are struggling and use those insights to strengthen shared tools, close gaps in available resources, and raise the overall maturity of change practice across the organization.
Track adoption metrics and change outcomes to continuously refine the CoE approach and maintain a business case for ongoing CoE investment that connects structured change management to measurable adoption and success metrics.
Develop and continuously refine enterprises change management frameworks, playbooks, toolkits, and templates grounded in evidence-based methodologies (e.g., ADKAR, Kotter).
Serve as the system's central resource and authority on what excellent change management looks like in practice, maintaining the knowledge repository of frameworks, case examples, lessons learned, and tools that teams can draw from independently.
Establish and communicate clear standards for change management quality across the SPO portfolio, equipping program and project teams with the resources to self-assess and elevate their own work rather than relying on the CoE for step-by-step direction.
Partner with program managers and project leaders to develop comprehensive change strategies for major initiatives (e.g., enterprise transformation, service line redesign), ensuring alignment with clinical, operational, and workforce needs.
Review project-level stakeholder analysis, change impact assessments, readiness assessments, communication planning, training strategy design, and adoption monitoring across the SPO portfolio.
Assist with developing clear, targeted communication strategies that articulate why change is needed, what is changing, and how things are changing across all workforce segments, from frontline staff to the executive team.
Provide direct change leadership on the highest-priority and highest-complexity programs in the SPO portfolio, and advise senior executives on organizational readiness, resistance patterns, and strategies for sustaining change.
Serve as a trusted advisor to senior and executive leaders on their most consequential transformation initiatives, providing strategic counsel on change approach, sequencing, stakeholder engagement, and the organizational conditions required for lasting adoption.
Maintain active relationships with senior sponsors across the portfolio so that when a critical program requires elevated change support, the CoE is already embedded, trusted, and positioned to act quickly.