Director, Enterprise Transformation Enablement

About the role

The Director, Enterprise Transformation Enablement is responsible for understanding and influencing Exelon's transformation portfolio, setting enterprise change strategy and standards, and developing the methodologies, frameworks, and tools that drive sustainable transformational change, organizational design, and work redesign across the company.

Responsibilities

• Understand and influence enterprise transformation agenda and set enterprise change strategy and standards.
• Define and lead Exelon’s enterprise change management strategy, standards, and governance for the transformation portfolio.
• Build an integrated change roadmap spanning sponsorship activation, stakeholder engagement, communications, readiness, adoption, and sustainment.
• Establish the central methodologies, playbooks, and toolkits using practical approaches that will resonate with employees across all levels, leveraging structured approaches (e.g., Prosci/ADKAR, Kotter) when appropriate.
• Collaborate with HR, executives and people leaders to execute these strategies in the business, ensuring a consistent, disciplined, and measurable approach across operating companies.
• Partner with Employee Listening team to track employee engagement related to change management, with a goal of achieving measurable gains.
• Advance the shift from episodic to continuous, proactive, and agile change system embedded in the flow of work.
• Create scalable frameworks, diagnostics, and tools that HR and business leaders can apply to redesign organizations in the business, balancing "One Exelon" consistency with true business differences.
• Advise senior leaders on org design choices that improve agility, effectiveness, outcomes, and cost.
• Lead work redesign for AI and the future of work.
• Lead the strategy, standards, and processes for redesigning work as AI, automation, and agentic capabilities are deployed across the enterprise.
• Establish methods for task and role decomposition, human + machine (agent) work rebalancing, and skills-based work models that maximize human–AI convergence and ROI.
• Partner with Strategic Workforce Planning, Enterprise Learning, Technology/AI, and the business to align the right talent to the right work and equip HRBPs to execute role and work redesign at scale.
• Build change and org design capability across the enterprise.
• Build change, org design, and work-redesign capability at scale by equipping and enabling HRBPs, people leaders, and transformation practitioners.
• Develop training, certification pathways, communities of practice, and reusable assets that raise enterprise fluency and reduce reliance on external consultants.
• Measure adoption, governance, and continuous improvement.
• Provide executive leadership with data-driven insights on the change portfolio and related tradeoffs, risks, benefits, and critical decisions.
• Continuously improve standards, tools, and processes based on outcomes and stakeholder feedback.
• Lead and develop a high-performing team.
• Provide leadership, direction, and development for the Transformation Enablement team as outlined in the organizational structure.
• Foster collaboration, accountability, and innovation, and serve as a visible enterprise leader representing Exelon’s culture and values.

  Requirements

  • Bachelor’s degree in Human Resources, Organizational Development, Business, or a related field.
  • Minimum of 12 years of progressive experience in change management, organizational design/effectiveness, transformation, or organizational development in a large, matrixed organization.
  • Minimum of 5 years of supervisory experience.
  • Demonstrated success designing and leading enterprise-wide change management and organizational design strategies aligned to business outcomes.
  • Expertise in structured change methodologies (e.g., Prosci/ADKAR, Kotter) and organizational design principles (operating model, structure, spans and layers, decision rights).
  • Experience redesigning work, roles, and processes—including in the context of AI, automation, or digital transformation—to improve productivity and effectiveness.
  • Proven ability to build enterprise standards, playbooks, and tools that are executed by HR Business Partners and business leaders.
  • Strong ability to apply data and analytics to measure adoption, benefit realization, and ROI.
  • Strong collaboration and influencing skills across multiple HR functions and operating companies; strategic, consultative, and creative mindset.
  • Exceptional communication, storytelling, facilitation, and stakeholder management skills, with demonstrated ability to engage senior leaders.
  • Demonstrated ability to lead, coach, and develop a high-performing team.

  Qualifications

  • Master’s degree in Business, HR, Organizational Development, or Organizational Psychology.
  • Change management certification (e.g., Prosci/ADKAR, CCMP) and/or organization design certification.
  • Experience leading work redesign for AI/agentic augmentation and building skills-based work models.
  • Experience building a Center of Excellence, transformation office, or enterprise change function.
  • Experience in the energy or utility sector, including union environments and frontline/safety-critical workforces.
  • Familiarity with enterprise transformation partnerships (e.g., major consulting firms) and future-of-work research and benchmarks.

  Skills

  • Strategic thinking and execution.
  • Collaboration and influence.
  • Data analysis and reporting.
  • Change management methodologies.
  • Organizational design principles.
  • Work redesign techniques.
  • Leadership and team management.

  Benefits

  • Annual salary range: $174,400.00/Yr. – $239,800.00/Yr. plus an additional $50K in Long Term Incentive Plan annually.
  • Annual Bonus for eligible positions.
  • 401(k) match and annual company contribution.
  • Medical, dental and vision insurance.
  • Life and disability insurance.
  • Generous paid time off options, including vacation, sick time, floating and fixed holidays, maternity leave and bonding/primary caregiver leave or parental leave.
  • Employee Assistance Program and resources for mental and emotional support.
  • Wellbeing programs such as tuition reimbursement, adoption and surrogacy assistance and fitness reimbursement.
  • Referral bonus program.