Executive Director, Workforce Optimization & Change Management

Help shape how the Tech, Data, Product (TDP) segment builds for the future—its talent, skills, and capacity to deliver. You’ll connect workforce strategy to business priorities and lead the change required to execute workforce transformation. You’ll build repeatable mechanisms that make planning and talent movement more proactive, scalable, and sustainable. You’ll work closely with leaders and partners across strategy, finance, and human resources to translate data into clear decisions and action. Your work will help the business achieve target outcomes and support long-term growth and performance.

As a Workforce Optimization & Change Management Lead in the Tech, Data, Product (TDP) Segment, you will partner closely with business leaders and key partners (including workforce design, strategy, finance, and human resources partners) to connect workforce strategy with business priorities and deliver the change required to execute it. You will build and run an operating system that accelerates strategic delivery through repeatable mechanisms such as workforce planning, workforce agility, redeployment pathways, and governance. You will connect strategic workforce planning, organization and job architecture design, and downstream impacts on tasks and jobs to inform skills, learning, upskilling, recruiting, redeployment, and change strategies. Success is measured by helping the business execute workforce changes to meet target measurable outcomes.

Job Responsibilities 

• Partner closely with key partners (e.g., the Firmwide Workforce Design Team, Strategy, Finance, Human Resources Business Advisors) and business leaders to connect workforce strategy with business priorities.
• Lead the change required to execute workforce strategy and workforce transformation.
• Build and run the operating system to accelerate strategic delivery and create repeatable mechanisms (e.g., workforce planning, workforce agility, redeployment pathways, governance) supporting workforce transformation execution.
• Connect strategic workforce planning, organization design, and job architecture design to downstream impacts on tasks and jobs to inform required skills, learning, upskilling, recruiting, redeployment, and change strategies.
• Leverage firmwide frameworks and tools and line of business/function-specific market insights to anticipate workforce challenges, identify capability gaps, and translate business strategy into actionable workforce plans and changes.
• Enable leaders to move beyond reactive talent decisions toward proactive workforce planning and sustainable capability building.
• Collaborate with key partners to create scalable, repeatable processes and mechanisms for the business and human resources partners, and develop workforce plans informed by transformation and automation that enable organizational redesign.
• Assess current workforce composition across lines of business against future-state talent requirements.
• Identify critical capability gaps, succession risks, and talent concentrations.
• Partner with Learning and Development, Recruiting, Workforce Design, and Compensation teams to assess impacts of workforce changes and develop plans to address them.
• Identify future skill requirements and workforce capability priorities.
• Drive workforce agility initiatives that enable movement of talent across businesses and functions, including partnering on redeployment and retention plans.
• Recommend investments in leadership, technical, and professional development programs to help upskill the workforce.
• Leverage data to assess organizational structures for scalability, efficiency, and effectiveness.
• Support leadership teams through business transformations, reorganizations, and growth initiatives.
• Provide data-driven recommendations regarding spans, layers, talent density, and operating models.
• Use internal and external market data to identify workforce risks and opportunities.
• Monitor workforce trends, talent pipeline health, mobility, attrition, succession, readiness, and skills gaps.
• Deliver strategic insights and scenario planning for senior leadership.
• Prioritize needs across lines of business and the Tech, Data, Product segment organizations to identify areas with the highest workforce impact that are ready to partner with the Workforce Design team.
• Serve as a Workforce Optimization subject matter expert and act as a trusted advisor to senior leaders and human resources on workforce implications of business decisions.
• Translate complex workforce data into clear business recommendations.
• Advise senior leaders on workforce implications of strategic business decisions.
• Own the integrated change management and readiness approach for a portfolio of high-priority talent and workforce initiatives.
• Enable leaders, managers, human resources partners, and employees to understand what is changing, why it matters, what actions are required, and how adoption will be measured.
• Connect strategy to execution by developing change narratives, readiness assessments, stakeholder plans, adoption measures, communication strategies, governance routines, and reinforcement mechanisms that enable sustainable behavior change.

Required qualifications, capabilities and skills

• Demonstrated ability to connect workforce strategy to business priorities and drive execution through change leadership
• Experience building scalable and repeatable workforce planning and governance mechanisms (e.g., planning, agility, redeployment pathways)
• Experience assessing workforce composition against future-state talent requirements and identifying capability gaps and succession risks
• Capability to partner across strategy, finance, and human resources stakeholders to develop actionable workforce plans informed by transformation and automation
• Experience translating workforce data into clear insights, scenarios, and business recommendations for senior leaders
• Ability to apply data to evaluate organizational structures (scalability, efficiency, effectiveness) and provide recommendations (spans, layers, talent density, operating models)
• Experience partnering with learning, recruiting, workforce design, and compensation partners to address impacts of workforce change
• Demonstrated ability to drive workforce agility initiatives enabling talent movement, redeployment, retention, and capability building
• Ability to monitor workforce trends and indicators (mobility, attrition, pipeline health, succession, readiness, skills gaps) and identify risks/opportunities
• Strong communication and stakeholder management skills to build change narratives, readiness plans, communications, adoption measures, and reinforcement routines

Preferred qualifications, capabilities and skills

• Experience serving as a trusted advisor to senior leaders on workforce implications of strategic decisions
• Experience supporting large-scale transformations, reorganizations, and growth initiatives across multiple businesses/functions
• Experience using internal and external market data to identify workforce risks and opportunities and inform scenario planning
• Experience connecting job architecture and task/job impacts to skills, learning, upskilling, recruiting, and redeployment strategies
• Experience defining and running governance routines that sustain behavior change and improve adoption of workforce initiatives
• Experience preparing leaders/partners for structured organization design workshops and employee mapping activities
• Experience enabling human resources advisory teams to confidently lead workforce optimization discussions and understand engagement/intake processes