HR Op Excellence and Enable Lead

PNC•Downers Grove, IL

1d•Onsite

About The Position

At PNC, our people are our greatest differentiator and competitive advantage in the markets we serve. We are all united in delivering the best experience for our customers. We work together each day to foster an inclusive workplace culture where all of our employees feel respected, valued and have an opportunity to contribute to the company’s success. As an HR Op Excellence and Enable Lead within PNC's HR Strategy Delivery and Risk organization, you will be based in Pittsburgh, PA; Cleveland or Columbus OH; Birmingham, AL; Downers Grove, IL; Atlanta, GA; Houston, TX; East Brunswick, NJ. Own and evolve the enterprise change strategy for HR Modernization, focusing on shaping behavioral change and building the conditions for sustainable transformation and adoption. The role establishes the conditions for successful change – clarity of direction, decision discipline, and behavioral expectations – while driving reinforcement across operating model, process, platform, and AI-enabled ways of working. The advisor ensures that shifts in mindsets, habits and behavioral norms take root and endure beyond implementation. They operate upstream of delivery, ensuring that shifts in mindset, role identity and ways of working are intentionally designed, measured, and reinforced at the enterprise level. Serves as a senior individual contributor partnering with HR functional leadership to enable the effective, consistent, and scalable operation of the HR function through behavioral adoption, operating discipline, and execution enablement. Focuses on how strategy, operating models, processes, technology, and AI‑enabled capabilities translate into sustained day‑to‑day behaviors that support efficiency, decision quality, and employee experience. Owns critical elements of adoption strategy, operating practices, leadership reinforcement approaches, measurement, and insight generation. Operates with significant autonomy, leading complex, cross‑functional work through influence, structured frameworks, governance alignment, and data‑driven insights to support durable behavioral outcomes and mitigate execution risk. Translate strategy and design into durable operating behaviors. Partner with HR functional leadership to translate strategic direction, operating model decisions, and platform capabilities into clear, repeatable operating behaviors that support consistent execution. Define practical expectations for ownership, decision‑making, prioritization, collaboration, and delivery that can scale across the function. Lead behavioral adoption for new and evolving capabilities. Own the approach for driving adoption of new processes, platforms, operating practices, and AI‑enabled capabilities. Focus on embedding behaviors into daily work—not one‑time change efforts—by designing adoption approaches aligned to how work actually gets done. Design leadership enablement strategies to reinforce behaviors. Develop leadership enablement strategies that equip HR leaders to consistently reinforce expectations and role‑model desired behaviors. Create practical guidance, narratives, reinforcement mechanisms, and escalation signals leaders can use to sustain adoption, without directly coaching or managing leaders. Embed adoption and execution discipline into governance and rhythms. Partner with delivery, product, technology, process, risk, and governance teams to ensure behavioral expectations are reinforced through forums, decision rights, intake and prioritization models, and execution routines. Ensure adoption and discipline are built into how decisions are made and work is delivered. Own adoption measurement, insights, and continuous improvement. Define and operationalize metrics to assess behavioral adoption, operating maturity, and risk. Produce dashboards and insights that surface friction points, trade‑offs, and opportunities, and drive continuous improvement through clearer expectations, reduced friction, and consistent documentation.

Requirements

Enterprise change and behavioral adoption design with measurable adoption KPI frameworks
Executive presence with the ability to influence leaders on behavior, accountability, and role evolution
Experience with product-mode change environments (incremental, evergreen)
Leadership communication and change saturation management
Governance acumen: shaping decision materials, trade off analysis, and risk mitigation
Conceptual understanding of Generative AI, agentic AI, and AI augmented workflows, and how they change work, roles, and decision-making
Grounding in organizational psychology, behavioral science, or change-related social science disciplines
Roles at this level typically require a university / college degree.
Industry relevant experience is typically 8+ years.
Specific certifications are often required.
In lieu of a degree, a comparable combination of education, job specific certification(s), and experience (including military service) may be considered.

Nice To Haves

Higher level education such as a Masters degree, PhD, or certifications is desirable.

Responsibilities

Define behavioral outcomes, adoption principles, and transformation guardrails as it relates to HR Modernization
Development behavior-focused interventions that shift mindsets, habits, and role identity
Conduct behavioral diagnostics to surface resistance patterns, adoption risks, and cultural barriers
Guide teams through role and identity transitions to build confidence in new and AI-enabled ways of working
Prepare clear decision options with trade-offs to support continuous, incremental releases
Equip leaders with tools and expectations to model and reinforce new behaviors
Partner with PMO, OCM, Product, Experience, HRIS, Process, Risk, and Communications to align behavioral and change impacts
Translate strategy and design into durable operating behaviors.
Partner with HR functional leadership to translate strategic direction, operating model decisions, and platform capabilities into clear, repeatable operating behaviors that support consistent execution.
Define practical expectations for ownership, decision‑making, prioritization, collaboration, and delivery that can scale across the function.
Lead behavioral adoption for new and evolving capabilities.
Own the approach for driving adoption of new processes, platforms, operating practices, and AI‑enabled capabilities.
Focus on embedding behaviors into daily work—not one‑time change efforts—by designing adoption approaches aligned to how work actually gets done.
Design leadership enablement strategies to reinforce behaviors.
Develop leadership enablement strategies that equip HR leaders to consistently reinforce expectations and role‑model desired behaviors.
Create practical guidance, narratives, reinforcement mechanisms, and escalation signals leaders can use to sustain adoption, without directly coaching or managing leaders.
Embed adoption and execution discipline into governance and rhythms.
Partner with delivery, product, technology, process, risk, and governance teams to ensure behavioral expectations are reinforced through forums, decision rights, intake and prioritization models, and execution routines.
Ensure adoption and discipline are built into how decisions are made and work is delivered.
Own adoption measurement, insights, and continuous improvement.
Define and operationalize metrics to assess behavioral adoption, operating maturity, and risk.
Produce dashboards and insights that surface friction points, trade‑offs, and opportunities, and drive continuous improvement through clearer expectations, reduced friction, and consistent documentation.