Managing Director, Enterprise Organizational Enablement

Cigna Group•Saint Louis, MO

About The Position

We are seeking a visionary and experienced leader to serve as Managing Director, Enterprise Organizational Enablement. This role will lead the enterprise organizational development (OD) and change function, an internal consulting group positioned to drive organizational effectiveness, high performance, and change adoption across The Cigna Group. The successful candidate will partner with senior leaders to address complex organizational challenges, build internal capability in organizational design, systems thinking, team effectiveness, and change management, and foster a culture of agility, resilience, and innovation. Key Responsibilities Enterprise Enablement Strategic Leadership Serve as a strategic advisor on organizational effectiveness, organizational design, culture, change readiness, and stakeholder engagement to senior HR Business Partners and executive leaders. Develop and execute integrated organizational development and change management strategies aligned with enterprise goals to drive business outcomes. Lead the design and implementation of complex OD interventions (e.g., organizational design, culture transformation, team effectiveness). Develop and execute comprehensive change strategies aligned with enterprise talent strategy priorities and critical business initiatives, working with key partners to manage decision-making, risk mitigation, and project delivery accordingly. Assess and manage change saturation and readiness across the enterprise portfolio, elevating critical risks and mitigation strategies to senior leadership. Team Leadership & Development Bolster and lead a high-performing internal consulting practice that partners with business and HR leaders to diagnose organizational needs, design tailored OD and change interventions and deliver measurable business outcomes. Coach and mentor team members to build expertise in needs assessment, systems thinking, consulting, and strategic thinking while supporting career growth and development. Define clear goals and performance metrics for the team, ensuring alignment with enterprise priorities and client needs. Establish a consulting center of excellence, promoting best practices, knowledge sharing, and continuous improvement across the team and with key matrix partners. Capability Building & Methodology Development Continue to refine existing OD methodologies and resources, aligning to current best practices and business needs. Establish and scale enterprise-wide change management methodologies and resources, in partnership with Leadership Development and Learning teams. Build internal OD and change capability across HR and business units through training, coaching, and knowledge-sharing. Stakeholder Engagement & Communication Facilitate executive team interventions and design sessions to address organizational health, engagement, and performance. Partner with executive sponsors, business leaders, and project teams to assess change impacts, drive alignment and readiness, and develop tailored change plans. Design and execute communication strategies that foster transparency, engagement, and alignment across all levels of the organization. Facilitate leadership alignment sessions, employee forums, and feedback loops to ensure inclusive and responsive change efforts. Measurement & Continuous Improvement Partner with talent analytics to define KPIs and leverage advanced analytics, dashboards, and digital tools to monitor organizational health and change adoption. Use data-driven insights to refine OD and change strategies and ensure sustained outcomes. Conduct post-implementation reviews and lessons-learned sessions to inform future initiatives.

Requirements

Advanced degree in Organizational Development, Industrial/Organizational Psychology, or related field strongly preferred.
10+ years of progressive Human Resources leadership experience, including significant experience in OD, change management and transformation.
Demonstrated ability to build and lead high-performing consulting teams.
Experience in both change management and OD within large, complex, matrixed organizations.
Deep expertise in OD theory and practice (e.g., systems thinking, group dynamics, culture transformation, leadership assessment) and leading OD interventions at-scale.
Proven success in leading enterprise-wide, large-scale, complex change initiatives in a global, matrixed organization is required.
Strong business acumen, strategic thinking, and stakeholder management skills.
Exceptional communication, facilitation, and relationship-building abilities.
Demonstrated ability to manage multiple projects and priorities in a fast-paced, dynamic environment.
Strong analytical and problem-solving skills, with a data-driven approach to decision-making.
Ability to work collaboratively and build strong relationships across diverse functions and geographies in a highly matrixed organization.
If you will be working at home occasionally or permanently, the internet connection must be obtained through a cable broadband or fiber optic internet service provider with speeds of at least 10Mbps download/5Mbps upload.

Nice To Haves

Certification in OD (e.g., organizational design, team effectiveness tools), change management methodologies (e.g., PROSCI, ADKAR, Kotter) highly desirable.
Experience with HR technology such as ServiceNow, Workday, or SAP SuccessFactors preferred.

Responsibilities

Serve as a strategic advisor on organizational effectiveness, organizational design, culture, change readiness, and stakeholder engagement to senior HR Business Partners and executive leaders.
Develop and execute integrated organizational development and change management strategies aligned with enterprise goals to drive business outcomes.
Lead the design and implementation of complex OD interventions (e.g., organizational design, culture transformation, team effectiveness).
Develop and execute comprehensive change strategies aligned with enterprise talent strategy priorities and critical business initiatives, working with key partners to manage decision-making, risk mitigation, and project delivery accordingly.
Assess and manage change saturation and readiness across the enterprise portfolio, elevating critical risks and mitigation strategies to senior leadership.
Bolster and lead a high-performing internal consulting practice that partners with business and HR leaders to diagnose organizational needs, design tailored OD and change interventions and deliver measurable business outcomes.
Coach and mentor team members to build expertise in needs assessment, systems thinking, consulting, and strategic thinking while supporting career growth and development.
Define clear goals and performance metrics for the team, ensuring alignment with enterprise priorities and client needs.
Establish a consulting center of excellence, promoting best practices, knowledge sharing, and continuous improvement across the team and with key matrix partners.
Continue to refine existing OD methodologies and resources, aligning to current best practices and business needs.
Establish and scale enterprise-wide change management methodologies and resources, in partnership with Leadership Development and Learning teams.
Build internal OD and change capability across HR and business units through training, coaching, and knowledge-sharing.
Facilitate executive team interventions and design sessions to address organizational health, engagement, and performance.
Partner with executive sponsors, business leaders, and project teams to assess change impacts, drive alignment and readiness, and develop tailored change plans.
Design and execute communication strategies that foster transparency, engagement, and alignment across all levels of the organization.
Facilitate leadership alignment sessions, employee forums, and feedback loops to ensure inclusive and responsive change efforts.
Partner with talent analytics to define KPIs and leverage advanced analytics, dashboards, and digital tools to monitor organizational health and change adoption.
Use data-driven insights to refine OD and change strategies and ensure sustained outcomes.
Conduct post-implementation reviews and lessons-learned sessions to inform future initiatives.