Mosaic | Enterprise Transformation Manager

Mosaic Service Partners•Washington, DC

4d•Hybrid

About The Position

Mosaic is hiring an Enterprise Transformation Manager to act as the strategic air-traffic controller for our enterprise-wide transformation agenda. This is not a traditional PMO or project manager role. This role sits at the center of Mosaic’s operating system—working directly with the Executive Leadership Team (ELT), functional leaders, subject-matter experts, and field leadership to ensure transformation initiatives are sequenced, coordinated, and landed effectively without overwhelming operators in the field. Success in this role is measured by throughput, focus, and decision velocity—not by reports, templates, or meeting volume.

Requirements

Experience in PE-backed, multi-site, or high-growth services platforms
Post-merger integration, operating model transformation, or enterprise change leadership
Exposure to field operations where adoption truly mattered
Experience acting as an executive proxy or thought partner
Enterprise systems thinker
Strong operator empathy
Comfortable influencing without authority
Willing to say no—to everyone equally
Bias toward clarity, sequencing, and focus over activity
Naturally asks “why,” not just “how”

Nice To Haves

MBA or equivalent strategic operating experience strongly preferred

Responsibilities

Own Mosaic’s enterprise transformation roadmap, including sequencing, prioritization, and timing of initiatives.
Orchestrate cross-functional initiatives across HQ, ELT, and operating companies without owning functional execution.
Run the central transformation cadence and lead enterprise transformation calls.
Act as a neutral integrator between strategy, functional teams, and the field.
Surface dependencies, tradeoffs, capacity constraints, and collision risks across initiatives.
Ensure clarity on what’s live, what’s next, and what’s paused.
Drive faster decisions by escalating issues with clear options and recommendations.
Enable timely kill, pause, or pivot decisions.
Reduce ambiguity around ownership, timing, and priorities.
Ensure transformations actually stick—measured by behavior change and outcomes, not training completion.
Build feedback loops from the field into sequencing and prioritization decisions.
Bring a strong field mindset to enterprise planning.