Director, Enterprise Change, Culture & Engagement

SEI•Upper Providence Township, PA

1d•Hybrid

About The Position

The Director of Enterprise Change, Culture, and Engagement designs and leads enterprise change strategies that accelerate adoption, strengthen culture, and improve how work gets done across SEI. This role partners with senior leaders and the People & Culture team to build change readiness, engage employees, and deliver measurable outcomes for the firm’s highest-priority transformations. As a member of the People & Culture leadership team, this leader sets the change approach (frameworks, stakeholder and communication plans, measurement, and reinforcement) and ensures cultural and engagement priorities are embedded in transformation work. The role works closely with the Office of the CPO (including the Chief of Staff, People Process & Continuous Improvement, and HR Program Management), as well as Communications/Marketing, to deliver coordinated, compelling change and engagement efforts. Accountable for building enterprise change capability, strengthening leader sponsorship, managing resistance, and sustaining adoption across SEI’s global footprint.

Requirements

Bachelor’s degree in Organizational Development, Business, HR, Communications, Psychology, or related field required.
A minimum of 8 years leading enterprise change, organizational effectiveness/IOB, transformation, engagement/culture, communications, or related work—ideally in complex, global environments.
Enterprise change leadership: Proven success leading large-scale, multi-stakeholder change with measurable adoption outcomes.
Methodology + tools: Strong command of structured change approaches (e.g., ADKAR/Prosci, Kotter) and the ability to tailor to context.
Engagement & culture integration: Experience using engagement insights to shape change strategy, leader actions, communications, and reinforcement.
Executive advisory: Trusted partner to senior leaders; strong influence, facilitation, and storytelling skills.
Measurement: Ability to define KPIs (adoption, proficiency, sentiment) and connect change outcomes to IOB results.
Strategic, enterprise mindset with strong business acumen and a bias for outcomes.
Executive presence and the ability to influence without authority in a matrixed environment.
Engaging communicator who can translate complexity into clear messages and narratives.
People-centered + inclusive approach; strong coaching skills and cultural intelligence.
Data-informed—uses insights to refine strategy and demonstrate impact.

Nice To Haves

Master’s degree preferred (e.g., MBA, Organizational Development/Psychology/Change Management).
Change management certification preferred (e.g., Prosci, ACMP/CCMP, or equivalent).

Responsibilities

Lead enterprise change strategy for priority transformations (org design, operating model/IOB, process and technology change), from design through sustainment.
Embed engagement and culture into change plans—ensuring the employee experience, behaviors, and leader expectations reinforce SEI’s values and ways of working.
Coach executive sponsors and people leaders to communicate clearly, role-model change, and build commitment across teams.
Conduct impact/readiness assessments; proactively manage risk and resistance with targeted engagement and feedback loops.
Partner with Communications/Marketing to deliver an integrated change narrative, messaging, and campaign approach across channels.
Partner with Talent Development to shape learning and enablement that builds capability and confidence.
Define and track success measures (adoption, proficiency, sentiment, and IOB outcomes); report insights and adjust approach based on data.
Build scalable tools, templates, governance, and change networks (sponsors/champions/super-users) to strengthen enterprise change capability.