IT Program Project Delivery, MD

State Street•Boston, MA

About The Position

State Street is seeking a Managing Director to establish and lead an enterprise change capability for Global Technology Services (GTS). The role will translate the new product-focused operating model into sustained changes across the IT organization, workforce, governance, and ways of working. It will drive an integrated transformation agenda, align workforce capacity and capabilities to strategic priorities, and ensure changes have clear ownership, disciplined execution, and measurable outcomes. This is a GTS-facing leadership role that partners with GTS senior leaders, business and technology executives, workforce and HR partners, risk teams, and platform leaders. The Managing Director will set the transformation’s change approach, governance model, and execution standards, while directly leading efforts to realign work, roles, skills, capacity, and ways of working. The role calls for a senior enterprise transformation leader experienced in change management, operating model design, workforce strategy, and large-scale execution in complex, regulated organizations. State Street describes its work as helping institutional investors manage risk, respond to challenges, and drive performance and profitability. The company says it is committed to an inclusive environment where employees are valued and empowered, and offers inclusive development opportunities, flexible work-life support, paid volunteer days, and employee networks.

Requirements

15+ years of experience leading enterprise transformation, large-scale change management, operating model implementation, workforce transformation, organizational effectiveness, technology transformation, or risk-aligned remediation initiatives within large organizations.
Experience operating at a senior leadership level; experience in financial services, technology, operations, risk management, or another highly regulated environment is preferred.
Demonstrated expertise in enterprise change and transformation disciplines, such as operating model design, organizational design, workforce planning, change impact assessment, stakeholder mobilization, adoption planning, or capability building.
Experience building transformation governance, integrated roadmaps, workforce transition plans, change standards, reusable tools, readiness assessments, adoption measures, and executive reporting for complex enterprise programs.
Strong track record working with globally distributed teams and influencing senior stakeholders across GTS, the business, HR, finance, risk, operations, and business-aligned technology functions.
Ability to define and lead complex, enterprise-scale change across operating models, organizations, workforce, governance, and ways of working within a large, matrixed technology organization.
Demonstrated ability to translate strategy into future-state structures, clear accountabilities, workforce plans, capability shifts, implementation actions, and measurable outcomes.
Ability to engage senior leaders, challenge constructively, build consensus, and drive decisions across organizational boundaries.
Strong understanding of how organizational design, governance, ownership, controls, metrics, and evidence support operational resilience and a sound control environment during significant change.
Exceptional written, verbal, and facilitation skills, including the ability to convert complex transformation topics into clear narratives, decision materials, implementation roadmaps, workforce actions, and executive-ready recommendations.
Strong analytical ability to evaluate workforce data, organizational capacity, skills, delivery demand, role clarity, decision rights, change impacts, and operating model constraints to identify root causes and practical actions.
Ability to move GTS from strategy and design to adoption by mobilizing leaders, aligning incentives and accountabilities, addressing resistance, building change capability, and sustaining new ways of working across global teams.

Nice To Haves

Experience within financial services, technology, operations, risk management, or another highly regulated environment.

Responsibilities

Define and lead the GTS enterprise change approach, including the roadmap, methodology, governance, prioritization, sequencing, and adoption model for implementing the new operating model across functions and geographies.
Build and maintain an integrated view of the transformation portfolio, linking strategic priorities, operating model changes, organizational impacts, workforce actions, dependencies, risks, decisions, and measurable outcomes.
Analyze where work, roles, skills, capacity, organizational boundaries, and decision rights are misaligned with the new operating model or GTS strategic priorities.
Partner with GTS leaders, HR, finance, and transformation teams to design the future-state organization, clarify accountabilities and decision rights, and develop workforce transition plans.
Establish measurable outcomes for operating model and workforce changes, including capacity alignment, accountability, capabilities, organizational interfaces, duplication, and delivery against business priorities.
Create and maintain governance routines to keep initiatives aligned with the target operating model, ensure executive ownership, address workforce and change impacts, and manage decisions, dependencies, and implementation milestones.
Develop executive-ready reporting on transformation progress, operating model adoption, workforce impacts, risks, decisions, change readiness, and outcomes against enterprise priorities.
Lead engagement with stakeholders across GTS, the business, HR, finance, risk, and global delivery teams to align on priorities, workforce implications, sequencing, and adoption.
Facilitate fact-based discussions, resolve ownership ambiguity, challenge legacy structures and behaviors, and help leaders move from transformation design to sustained execution and adoption.
Mobilize leaders, align incentives and accountabilities, address resistance, build change capability, and sustain new ways of working across global teams.

Benefits

Retirement savings plan (401(k)) with company match.
Insurance coverage including basic life, medical, dental, vision, long-term disability, and optional additional coverages.
Paid time off including vacation, sick leave, short-term disability, and family care responsibilities.
Access to an Employee Assistance Program.
Incentive compensation, including eligibility for annual performance-based awards (excluding certain sales roles subject to sales incentive plans).
Eligibility for certain tax-advantaged savings plans.
Inclusive development opportunities.
Flexible work-life support.
Paid volunteer days.
Employee networks.