Executive Director, Enterprise Change Management & Adoption

Labcorp•Durham, NC

4d•$200,000 - $220,000

About The Position

Labcorp is seeking an Executive Director to lead the enterprise strategy and execution for organizational change management and adoption across AI, automation, and digital transformation initiatives. The role ensures that the people side of transformation—including stakeholder alignment, communications, resistance management, adoption, and reinforcement—is planned and executed with the same rigor as technology deployment. The leader will establish a repeatable Change Management & Adoption Playbook and apply it across Labcorp’s strategic transformation initiatives so that new tools, processes, and ways of working are adopted and sustained, and transformation investments deliver measurable business value. The Executive Director partners across Workforce Readiness & Transformation, Information Technology, Digital Transformation, the Office of the Chief AI Officer, HR, Talent & Learning, Corporate Communications, Finance, and business teams. In close partnership with the Executive Director, Workforce Readiness & Transformation, the role translates workforce impact assessments, future-state role designs, and workforce transition plans into change strategies and adoption approaches. It also advises the CHRO, CIO, CAIO, and senior business leaders; supports enterprise governance; and provides visibility into readiness, adoption, risks, and outcomes. This is a highly collaborative, execution-focused, player-coach leadership role. Success includes establishing an adopted enterprise methodology, increasing sustained adoption and behavior change, deploying playbooks across initiatives, reducing time-to-adoption, identifying and mitigating resistance early, and connecting adoption to measurable business value.

Requirements

Bachelor’s degree.
12+ years of experience in organizational change management, transformation, organizational effectiveness, or related fields.
Demonstrated experience leading enterprise-scale change management on large, complex transformation initiatives.
Expertise in change management strategy and methodology, stakeholder engagement and sponsorship activation, change and adoption communications, resistance management, adoption planning, reinforcement and sustainment, change measurement and analytics, and transformation program leadership.
Deep fluency in a structured change management methodology.
Experience assessing change and adoption implications of operational, technology, or business transformations.
Strong analytical and data fluency, with the ability to translate insights into change decisions.
Demonstrated ability to work across business, HR, and technology functions.
Experience building enterprise frameworks, methodologies, or operating models.
Strong executive presence and stakeholder management skills.
Experience leading change and adoption for AI-enabled, automation-enabled, or digital transformations.
Experience partnering closely with technology organizations and workforce transformation teams.
Enterprise-minded approach connecting strategy, technology, people, and business outcomes; ability to lead through influence in highly matrixed environments.
Comfort developing strategy while also driving hands-on execution and solving change and adoption challenges.

Nice To Haves

Experience within healthcare, life sciences, diagnostics, logistics, or other operationally complex environments.
Consulting, transformation, or organizational effectiveness background.
Familiarity with adoption analytics and digital adoption platforms.
Experience with structured change approaches such as ADKAR or Prosci, or equivalent.

Responsibilities

Define and lead Labcorp’s enterprise change management and adoption strategy aligned with AI, automation, and digital transformation priorities.
Establish and scale a repeatable, standardized, research-based change management methodology and framework for enterprise use.
Embed change management at the beginning of major transformation initiatives and create approaches that can be deployed across business units and programs.
Partner with the Executive Director, Workforce Readiness & Transformation, to translate workforce impact assessments, future-state role designs, and transition plans into change strategies and adoption approaches.
Define complementary, non-duplicative responsibilities across workforce design and change execution, and co-develop integrated readiness measures and aligned reskilling, capability-building, adoption, and reinforcement milestones.
Partner with IT, Digital Transformation leaders, and the Office of the Chief AI Officer to align change and adoption with technology roadmaps, initiative priorities, solution deployment plans, and release schedules.
Drive adoption of enterprise AI tooling, agentic platforms, automation solutions, and emerging technologies by translating technology roadmaps into change impacts, stakeholder actions, and adoption plans.
Map and segment stakeholders; activate executive sponsors; build leadership alignment; and develop change-agent, champion, and people-leader networks.
Partner with HR Business Partners and business leaders to lead change within their organizations.
Assess impacts of AI, automation, and digital transformation on people, processes, and ways of working; conduct readiness assessments; identify adoption risks and resistance; define target behaviors; and develop mitigation strategies.
Define enterprise change communications and engagement strategies; partner with Corporate Communications and leaders on audience-specific messaging; create communication toolkits and talking points; provide employee feedback channels; and sequence communications with initiative milestones and deployment waves.
Design, test, scale, and continuously refine a Change Management & Adoption Playbook, including tools and methodologies for impact and readiness assessment, stakeholder analysis, sponsorship, communications, resistance management, adoption, reinforcement, measurement, and sustainment.
Lead change and adoption workstreams for major transformation initiatives; develop and coordinate enterprise change resources; apply repeatable approaches across initiatives; actively solve execution challenges; and build Enterprise HR capability in change management.
Develop reinforcement and sustainment approaches that embed new behaviors beyond go-live, including manager and leadership guidance for reinforcing adoption.
Define and track change and adoption measures, including readiness, stakeholder sentiment, adoption and usage, proficiency, sustained behavior change, speed of adoption, time-to-value, resistance reduction, and issue resolution.
Partner with Finance, IT, and business leaders to connect adoption to measurable business outcomes and establish data-driven methods for prioritizing change investments and interventions.
Serve as a strategic change and adoption advisor to the CHRO, CIO, CAIO, and senior business leaders; connect HR, IT, Talent, Learning, Communications, and business teams; provide visibility into progress, risks, and outcomes; support enterprise governance; and inform transformation prioritization.