Senior Manager, Transformation Enablement

Heifer International

4d

About The Position

Heifer International is in the midst of a significant organizational transformation—shifting from a traditional hierarchical structure toward an agile, adaptive, farmer-focused, regenerative network organization guided by a living systems mindset. This shift is redefining how programs are designed, how decisions are made, and how teams collaborate across a globally distributed organization.

The Senior Manager, Transformation Enablement is a key member of the Transformation, Strategy & Communications (TSC) team, responsible for helping to steward this transformation from design into day-to-day practice across the organization. This role works across transformation efforts—helping teams stay aligned, connected, and progressing. You will partner with global teams, Regional Transformation Connectors, and other stakeholders to ensure priorities are clear, work is connected, and efforts are moving forward. A core part of the role is maintaining a system-level view of what is evolving—surfacing risks, identifying interdependencies, and translating emerging priorities into coordinated action. You will also partner closely with external consultants and internal teams to shape and maintain coordination systems (e.g., roadmaps and planning tools) and assume ongoing stewardship of these as the work transitions to internal ownership.

This role partners closely with the Director of Transformation Effectiveness, and other members of the TSC team. It is a highly collaborative role that relies on influence rather than authority and is ideal for someone who enjoys working across teams, making sense of complex work, and helping organizations turn strategy into coordinated action.

Requirements

• Bachelor’s degree plus 8-10 years of relevant experience in transformation, strategy, change enablement, program/project management, or related fields (or equivalent experience).
• Experience leading or managing complex, cross-functional transformation or strategic initiatives, including working across multiple teams or geographies.
• Minimum 6 years managing change management projects
• Demonstrated ability to structure ambiguous work, translating evolving priorities into clear plans, actions and deliverables.
• Proven ability to partner with senior leaders as thought partner, contributing to shaping direction and and influencing organizational strategies.
• Strong ability to develop high-quality, structured materials (e.g., presentations, summaries, decision-support materials).
• Experience using data, insights, or reporting to support sense-making, decision-making, and progress tracking.

Nice To Haves

• Experience in management consulting or similar environments, with demonstrated ability to structure complex problem and translating into strategy execution.
• Experience working in global, cross-cultural, or distributed organizational environments.
• Experience using AI-enabled tools (e.g., ChatGPT, Copilot) to support synthesis, communication or workflow efficiency.
• Certification in change management methodologies (e.g., PROSCI, CMP) or equivalent experience.
• Certification in project management methodologies (e.g. Agile) or equivalent experience.
• Familiarity with collaboration and planning tools (e.g., Miro, Mural, Asana, Teams).
• Fluency in other languages highly preferred.
• Experience in nonprofit, international development, or mission driven organizations.

Responsibilities

• Partner closely with the Director of Transformation Effectiveness as a critical thought partner, contributing to the ongoing shaping of Heifer’s transformation—particularly the evolution of its operating logic and ways of working—and translating complex ideas into clear, high-quality, decision-ready materials.
• Lead and manage a defined set of transformation work—including assigned projects and cross-functional teams—establishing and maintaining structured plans (e.g., roadmaps, timelines, and tracking tools) to ensure alignment, visibility, and effective implementation across the organization.
• Maintain a system-level view of what is evolving—interpreting progress, surfacing risks, and identifying interdependencies across teams, functions, and geographies.
• Translate evolving work into clear, decision-ready insights, options, and recommendations that inform leadership discussions and decision-making.
• Act as a connective force across functions and regions—strengthening alignment, reducing fragmentation, and enabling more integrated ways of working across the system.
• Partner closely with Regional Transformation Network Connectors to co-drive implementation in countries—aligning global priorities with local execution realities and ensuring strong feedback loops across the system.
• Engage with global stakeholders and working groups to assess organizational readiness and capacity for change, and adapt approaches accordingly.
• Guide prioritization and sequencing across areas of work—helping determine what moves forward, in what order, and at what pace, while balancing ambition with organizational capacity.
• Enable alignment and forward movement across transformation work—identifying and advancing both near-term wins and longer-term progress across the organization.
• Take ownership of transformation project management systems and practices over time, including maintaining integrated plans (e.g., Gantt charts), tracking progress, facilitating regular update cadences, and producing reports that support alignment and decision-making.
• Design and support stakeholder engagement and change enablement approaches.
• Co-lead and facilitate cross-functional sessions (workshops, working groups, retrospectives) that support alignment, learning, and forward movement.
• Support teams in adopting more networked, adaptive, and collaborative ways of working, including iterative planning and learning cycles (e.g., sprints, retrospectives) where appropriate.
• Build and maintain trusted relationships across functions and geographies.
• Partner closely with Regional Transformation Network Connectors to align global direction with regional realities and ensure strong two-way feedback across the system.
• Surface tensions constructively and use them as inputs to inform alignment, decision-making, and next steps.
• Partner with external transformation coaches during design and implementation phases to develop project management structures, templates, and reporting approaches, and transition ownership of these systems to internal leadership over time.
• Lead ongoing stewardship of these coordination systems—ensuring they remain useful, adaptive, and aligned as the work evolves, as assigned.
• Translate emerging work, discussions, and strategic direction into structured plans, milestones, and coordinated action across the system.
• Ensure continuity across phases of work, ensuring smooth transitions from design to implementation and from external support to internal ownership.
• Design and co-lead organizational transformation activities and learning loops that capture insights from practice and feed them back into strategy and transformation efforts.
• Synthesize patterns, risks, and lessons emerging across the system to support leadership awareness and decision-making.
• Strengthen system-level awareness by identifying connections across teams, geographies, and areas of work.
• Translate insights into actionable recommendations that support adaptation and continuous improvement.

Benefits

• Health and wellness benefits including Flexible Spending Account and/or Health Saving Account
• Employee assistance program
• 403(b) retirement plan (match 1% employee to 2% employer up to a maximum of 4% match +3% employer discretionary contribution regardless of employee contribution)
• 22 vacation days in addition to 12 statutory and discretionary holidays, and 10 sick days per year
• Employer-paid life insurance and accidental death & dismemberment (AD&D)
• Professional development and annual merit increase opportunities
• Optional critical illness insurance, legal assistance plan and pet protection
• And more!

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 501-1,000 employees