Director Change Enablement

Join a Challenger

At EQ, we're remaking banking so every Canadian gets ahead, every day. Serving nearly 4 million Canadians from coast to coast, we offer a wide variety of financial services from banking and lending, to trust and credit union solutions. 

We've been at this since 1970, challenging the conventions of traditional banking with smarter, faster, and more connected financial experiences.

What's kept us moving?  The people behind it all: challengers who ask better questions, push back on old assumptions, and look for a better way forward.

If you're driven to help reshape how banking works for Canadians and the businesses that power our economy, this could be your next big opportunity. 

We can’t wait to get to know you! 

The Core Responsibilities

Enterprise Change Enablement Strategy

Establish and maintain the enterprise Change Enablement practice within People & Talent, including standards, methods, tools, intake, demand prioritization and governance routines.

Own a tiered support model that sizes change enablement effort based on employee impact, adoption risk, complexity and strategic importance.

Maintain enterprise visibility of change saturation across major transformation programs and provide clear recommendations on sequencing, readiness and trade-offs.

Partner with program sponsors, business leaders, Enterprise AI, IMO, Convergence, EQB 2.0, Organization Design, Communications, Risk and Finance to ensure change, structure, process and value-realization plans are aligned.

Position adoption as a measurable business outcome by defining readiness criteria, adoption measures, sustainment practices and post-implementation review requirements.

Adoption, Readiness and Leader Enablement

Lead change impact assessments, stakeholder mapping, readiness assessments, resistance sensing and adoption planning for high-impact enterprise initiatives.

Design leader and manager enablement approaches that equip people leaders to communicate change with clarity, handle difficult questions and reinforce desired behaviours.

Create and maintain reusable change playbooks, templates, communications inputs, training supports and adoption measurement practices that can be scaled across initiatives.

Use employee feedback, pulse checks, readiness data, service data and adoption telemetry to identify friction early and adjust enablement plans.

Ensure change enablement aligns with EQB’s culture refresh, ways of working and employee experience commitments so transformation lands in a credible and consistent way.

Portfolio, Measurement and Executive Reporting

Maintain a consolidated enterprise change calendar across AI, integration, convergence and operating model initiatives to identify collisions, capacity pressure and sequencing risks.

Provide executive-level reporting on change saturation, readiness at go-live, adoption velocity, friction after go-live and time to value.

Translate readiness and adoption data into clear recommendations for senior leaders, including where to accelerate, pause, sequence differently or add support.

Partner with Finance value tracking teams to connect adoption and readiness to benefit realization, while maintaining clear accountability boundaries.

Partner with Risk, Compliance and control functions to ensure change plans meet regulatory expectations and produce evidence of readiness, adoption and sustainment where required.

Practice Governance and Flexible Capacity

Provide practice guidance, standards and coaching to partners applying change enablement methods across enterprise initiatives.

Build and manage a pre-qualified contractor pool to provide flexible capacity for large waves, peak demand, training build, communications production and adoption measurement.

Manage the Change Enablement operating budget, including contractor spend, and make pragmatic resourcing trade-offs across competing program demands.

Contribute to the broader People & Talent strategy and assess workforce upskilling and training needs arising from automation, role redesign and new ways of working.

Let's Talk About You

Post-secondary education in Business, Human Resources, Organizational Psychology, Organizational Development or a related field; graduate degree is an asset.

10+ years of total work experience, including at least seven years leading organizational change on enterprise-scale transformation, technology, AI, automation, operating model or integration programs.

Experience coordinating cross-functional contributors and external or contingent resources in a matrixed environment.

Experience in financial services, another regulated industry or management consulting is preferred.

Expert knowledge of change management methods and demonstrated ability to establish a practice where none exists; Prosci, CCMP or equivalent certification is preferred.

Demonstrated experience building impact assessments, readiness plans, stakeholder maps, leader enablement approaches, adoption measures and sustainment plans.

Working knowledge of organization design, workforce planning, learning design and internal communications sufficient to partner effectively with those practices without duplicating accountabilities.

Strong analytical capability, with the ability to interpret adoption telemetry, readiness data, engagement feedback and operational signals and translate findings into executive recommendations.

Exceptional written, verbal and facilitation skills, including the ability to influence executives, prepare briefing materials, lead senior workshops and shape enterprise-wide messaging during uncertainty.

Strong judgement, resilience and credibility with senior leaders, including the ability to hold a view on sequencing, saturation and adoption risk when sponsors want to move faster.

Pragmatic self-starter who can operate strategically while also building templates, running workshops, writing briefing notes and solving practical implementation issues.