Technology Change Management & Go-To-Market Lead, Executive Director

JPMorgan Chase & Co. • Jersey City, NJ

8d • $166,250 - $260,000

About The Position

As a Technology Change Management and Go-to-Market Executive Director within Employee Experience, this role leads enterprise change and go-to-market strategies for employee-facing technology products, platforms, migrations, and artificial intelligence capabilities. The role drives awareness, readiness, adoption, sustained behavior change, and measurable value realization, and establishes best practices for delivering cohesive employee experiences across technology launches.

The position connects product strategy with employee needs by translating complex technical changes into clear employee outcomes. It works closely with product, engineering, communications, marketing, support, and business stakeholders across Employee Platforms, Employee Experience, Global Technology, lines of business, and corporate functions. The team coordinates readiness, positioning, communications, learning, activation, feedback, and measurement so technology is introduced as a connected employee experience rather than as disconnected product launches.

Requirements

• 10+ years of experience within a large organization or consulting firm, with deep experience leading enterprise technology change management, product adoption, go-to-market, employee enablement, customer success, or workforce transformation.
• Proven experience supporting large-scale employee-facing technology launches, platform rollouts, migrations, or product portfolios involving technical and behavioral change.
• Demonstrated ability to develop and execute integrated change and go-to-market strategies across product, communications, marketing, learning, support, operations, and business stakeholders.
• Strong understanding of product lifecycles, launch readiness, audience segmentation, employee journeys, adoption practices, and value realization.
• Proven ability to influence and align senior leaders, product organizations, technology teams, corporate functions, and line-of-business stakeholders in a complex matrixed environment.
• Experience using qualitative and quantitative insights, including employee research, feedback, telemetry, usage, and support data, to shape strategy and improve outcomes.
• Exceptional ability to translate complex product and technology changes into clear, relevant employee and manager experiences.
• Strong executive communication, storytelling, stakeholder management, facilitation, and program leadership skills.
• Ability to manage multiple concurrent initiatives, dependencies, and launch timelines while maintaining a connected portfolio view and high execution standards.

Nice To Haves

• Experience with employee platforms, digital workplace technologies, collaboration tools, employee support experiences, device modernization, or enterprise artificial intelligence products.
• Experience designing product-agnostic or portfolio-level go-to-market strategies that organize capabilities around employee needs and workflows rather than individual tools.
• Experience with adoption analytics, product telemetry, employee listening, experimentation, and executive reporting.
• Familiarity with responsible artificial intelligence enablement, enterprise technology risk and controls, accessibility, data privacy, and support-readiness considerations.
• Experience building or scaling a change management, product marketing, customer success, or employee enablement capability across a global organization.
• Recognized thought leadership in technology change, digital adoption, employee experience, product marketing, or enterprise transformation.

Responsibilities

• Develop and execute technology change management and go-to-market plans for employee-facing products, platforms, migrations, and new capabilities, aligned with broader portfolio strategy.
• Translate product roadmaps, releases, and technical changes into employee value propositions, audience-specific messaging, launch plans, and adoption journeys.
• Partner with Employee Platforms product, design, engineering, and production teams to incorporate employee needs, readiness requirements, and adoption considerations throughout the product lifecycle.
• Coordinate integrated planning across change, communications, marketing, learning, product, support, and business teams using shared intake, launch calendars, governance, and execution rhythms.
• Apply audience segmentation by role, need, workflow, geography, and business context to tailor messaging, learning, activation, and support while maintaining a consistent enterprise narrative.
• Conduct stakeholder, audience, change impact, and readiness assessments; identify adoption barriers, operational dependencies, and employee experience risks; and coordinate mitigation actions before launch.
• Build and execute launch and activation plans spanning awareness, leader and manager engagement, communications, demonstrations, events, champions, learning, in-product guidance, support readiness, and post-launch reinforcement.
• Equip leaders, managers, business partners, change networks, and support organizations with messaging, toolkits, playbooks, and insights to support technology adoption.
• Define initiative-level success measures aligned with portfolio goals and report on readiness, reach, activation, usage, employee feedback, support demand, experience, productivity, and value realization.
• Develop and execute artificial intelligence enablement and go-to-market plans, coordinating product messaging, responsible-use guidance, persona-based learning, communications, activation, and measurement within the broader tools ecosystem.
• Lead cross-functional workstreams and engage senior stakeholders with recommendations, disciplined execution, transparent reporting, and timely escalation of risks and decisions.

Benefits

• Competitive total rewards package, including base salary determined by role, experience, skill set, and location.
• Eligible roles may receive commission-based pay and/or discretionary incentive compensation in cash and/or forfeitable equity.
• Comprehensive health care coverage.
• On-site health and wellness centers.
• Retirement savings plan.
• Backup childcare.
• Tuition reimbursement.
• Mental health support.
• Financial coaching.

What This Job Offers

• Job Type: Full-time
• Career Level: Executive
• Education Level: No Education Listed