Director, Enterprise Transformation Enablement

Who We Are We’re powering a cleaner, brighter future. Who We Are We’re powering a cleaner, brighter future. Exelon is leading the energy transformation, and we’re calling all problem solvers, innovators, community builders and change makers. Work with us to deliver solutions that make our diverse cities and communities stronger, healthier and more resilient. We’re powered by purpose-driven people like you who believe in being inclusive and creative, and value safety, innovation, integrity and community service. We are a Fortune 200 company, 20,000 colleagues strong serving more than 10.7 million customers at six energy companies -- Atlantic City Electric (ACE), Baltimore Gas and Electric (BGE), Commonwealth Edison (ComEd), Delmarva Power & Light (DPL), PECO Energy Company (PECO), and Potomac Electric Power Company (Pepco). We’re committed to creating an environment where every person can thrive. Our employee experience is grounded in four tenets that guide how we support our people: purposeful careers, growth opportunities, community impact, and support to thrive. In our relentless pursuit of excellence, we elevate diverse voices, fresh perspectives and bold thinking. And since we know transforming the future of energy is hard work, we provide competitive compensation, incentives, excellent benefits and the opportunity to build a rewarding career. Are you in? Primary Purpose The Director, Enterprise Transformation Enablement is an enterprise leader responsible for understanding and influencing Exelon’s transformation portfolio, and developing the standards, strategy, and processes that drive sustainable transformational change, organizational design, and work redesign across the company. This individual is part of the Talent COE Leadership Team, which owns and drives Exelon’s multi‑year Talent Transformation effort, reimagining how work gets done to deliver breakthrough people and business results. This role serves as the enterprise architect and “center of gravity” for change, designing the playbooks, methodologies, frameworks, and tools that are collaboratively executed by HR and business leaders across the business. A central mandate is shifting Exelon from episodic, project‑based change to a sustained enterprise capability that helps achieve business results through a change‑agile workforce. This role will also build approaches to help HR and the business redesign the way work gets done as artificial intelligence and automation are deployed across the enterprise, defining how human and machine (agentic) work is rebalanced to unlock productivity, agility, and a stronger employee experience. Serving as a connector across the enterprise, this role requires strong collaboration, consultation, and creativity to deliver scalable, innovative solutions in partnership with HR, the business, and other functional groups. Primary Duties 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. Establish enterprise organizational design standards and processes. Develop and own the enterprise approach, principles, and processes for organizational design, including structure, spans and layers, decision rights, role leveling (in partnership with Total Rewards), and accountability models. Develop philosophy and governance model for broader operating model changes, inclusive of organizational design changes and decisions. 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. Establish enterprise metrics for change adoption, benefit realization, and ROI, and monitor cumulative change load/saturation across the transformation portfolio to protect workforce well‑being and delivery. 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. Job Scope Leads a Center of Excellence team of approximately 5 FTEs, including a Senior Manager, Transformation & Enterprise Change (E05); Manager, Change & Organizational Design (E04); Manager, Role & Work Redesign (E04); and a Cross‑Capability (E03) resource. Reports to the Vice President, Talent (E09) and serves as a member of the Talent COE Leadership Team. Interfaces with all levels of the organization, including senior executives, HRBPs, and HR leaders across Exelon’s operating companies (ComEd, BGE, PECO, PHI/ACE/DPL/Pepco, and Corporate/BSC). Sets enterprise standards, strategy, and processes for change management, organizational design, and work redesign that HRBPs in the business execute, driving enterprise‑wide impact through collaboration, influence, and consultative leadership. Collaborates with Enterprise and Operating Company functional teams to co‑develop “One Exelon” solutions that provide flexibility for true business differences. Able to travel up to 25% Minimum Qualifications 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. Preferred 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. Benefits Annual salary will vary based on a candidate’s skills, qualifications, experience, and other factors: $174,400.00/Yr. – $239,800.00/Yr. plus an additional $50K in Long Term Incentive Plan annually Annual Bonus for eligible positions: 30% 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 And much more Note: Exelon-sponsored compensation and benefit programs may vary or not apply based on length of service, job grade, job classification or represented status. Eligibility will be determined by the written plan or program documents. #J-18808-Ljbffr Exelon