IT Program Project Delivery, MD

State Street•Boston, MA

6d•$170,000 - $267,500

About The Position

State Street is seeking a Managing Director to establish and drive an enterprise change capability that translates its new product-focused operating model into sustained changes across the Global Technology Services (GTS) organization, workforce, governance, and ways of working. The role will lead an integrated transformation agenda, align workforce capacity and capabilities with strategic priorities, and ensure operating model changes are implemented with clear ownership, disciplined execution, and measurable outcomes. This GTS-facing leadership role 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 leading practical efforts to realign work, roles, skills, capacity, and ways of working. The position calls for a senior enterprise transformation leader with experience in change management, operating model design, workforce strategy, and large-scale execution in complex organizations.

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.
Demonstrated ability to lead complex, enterprise-scale change across operating models, organizations, workforce, governance, and ways of working within a large, matrixed technology organization.
Experience translating 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 turn complex transformation topics into clear narratives, decision materials, implementation roadmaps, workforce actions, and executive-ready recommendations.
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 mobilize leaders, align incentives and accountabilities, address resistance, build change capability, and sustain adoption across global teams.
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.

Nice To Haves

Experience within financial services, technology, operations, risk management, or another highly regulated environment.
Expertise in enterprise change and transformation disciplines such as operating model design, organizational design, workforce planning, change impact assessment, stakeholder mobilization, adoption planning, and capability building.

Responsibilities

Define and lead the enterprise change approach for Global Technology Services, including the roadmap, methodology, governance, prioritization, sequencing, and adoption model across functions and geographies.
Build and maintain an integrated transformation portfolio view connecting 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 target 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.
Set 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 that keep initiatives aligned to the target operating model and ensure executive ownership, attention to workforce and change impacts, and disciplined decisions, dependencies, and milestones.
Develop executive-ready reporting on transformation progress, operating model adoption, workforce impacts, risks, decisions, readiness, and outcomes against enterprise priorities.
Lead engagement with senior stakeholders across GTS, the business, HR, finance, risk, and global delivery teams to align on the target operating model, priorities, workforce implications, sequencing, and adoption.
Facilitate fact-based discussions with global teams, 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.