Senior Director, Digital Adoption & Enablement [Remote]

Overview

Reporting to the Vice President of Strategic Planning, Performance, and Digital Health, the Senior Director, Digital Adoption & Enablement provides strategic and operational leadership for enterprise efforts to drive successful adoption, sustained utilization, and value realization of digital tools, platforms, and workflows across Dana-Farber. This role establishes the vision, operating model, and priorities for digital adoption and enablement services supporting major institutional applications and platforms, including Epic, Microsoft 365 technologies, Workday, UKG, and other enterprise clinical, administrative, productivity, and collaboration systems. The Senior Director leads a multidisciplinary function that may include adoption and enablement managers, trainers, instructional designers, content developers, change management specialists, and organizational readiness professionals, and works closely with the Project & Portfolio Management Office, the Digital Consulting Services team, and technology peers across Information Services. The role also partners with operational, clinical, research, and administrative leaders at Dana-Farber and, as applicable, Beth Israel Deaconess Medical Center (BIDMC) to support coordinated adoption approaches, aligned workflows, effective communications, and a consistent end-user experience across shared or interdependent initiatives.

Located in Boston and the surrounding communities, Dana-Farber Cancer Institute is a leader in life changing breakthroughs in cancer research and patient care. We are united in our mission of conquering cancer, HIV/AIDS, and related diseases. We strive to create an inclusive, diverse, and equitable environment where we provide compassionate and comprehensive care to patients of all backgrounds, and design programs to promote public health particularly among high-risk and underserved populations. We conduct groundbreaking research that advances treatment, we educate tomorrow's physician/researchers, and we work with amazing partners, including other Harvard Medical School-affiliated hospitals.

Primary Duties and Responsibilities

• Develops and leads the enterprise strategy for digital adoption and enablement, aligning priorities, services, and investments with institutional goals, technology roadmaps, and evolving user needs across clinical, research, administrative, and operational functions.
• Oversees adoption and enablement strategies for major enterprise applications and platforms, including Epic, Microsoft 365 tools and services, Workday, UKG, and other business-critical digital systems, preparing users to effectively adopt new functionality, workflows, and process changes.
• Establishes and oversees frameworks, standards, and tools for adoption planning, stakeholder engagement, readiness assessment, communications, training, reinforcement, and sustainment to support implementation, optimization, upgrades, and ongoing use of enterprise technologies.
• Leads and develops a multidisciplinary digital adoption and enablement function, including direct and indirect oversight of adoption and enablement managers, trainers, instructional designers, content developers, change management specialists, and org readiness professionals; sets team priorities, clarifies roles, and ensures coordinated service delivery across initiatives and stakeholder groups.
• Works closely with the Project & Portfolio Management Office, Digital Consulting Services, application owners, product teams, and technology peers across Information Services to integrate adoption and enablement planning into project intake, governance, implementation, optimization, and sustainment processes.
• Partners with executive sponsors, operational leaders, and key stakeholders across Dana-Farber and, where applicable, BIDMC to assess adoption risks, align enablement strategies, coordinate stakeholder communications, and support successful execution of shared or interdependent digital initiatives.
• Defines, tracks, and reports key adoption, utilization, proficiency, satisfaction, and readiness metrics across major institutional platforms; uses qualitative and quantitative data to identify barriers, measure business impact, inform leadership decision-making, and drive continuous improvement in enablement practices, organizational readiness, and service delivery.

• Supervises staff. Hires, develops, and manages staff to achieve organizational goals. Sets clear expectations, delivers feedback, and monitors performance for quality, efficiency, and compliance with policies and procedures. Mentors staff, fosters career growth, and cultivates a positive and productive work environment.

Knowledge, Skills and Abilities

• Deep knowledge of digital adoption, organizational change management, end-user enablement, organizational readiness, and enterprise transformation in complex organizational environments.
• Strong knowledge of enterprise technology adoption across clinical, administrative, human resources, workforce management, productivity, and collaboration platforms, including Epic, Microsoft 365, Workday, UKG, and related digital tools.
• Knowledge of how technology implementation, workflow design, communication, training, instructional design, content development, and support models affect adoption, user proficiency, and value realization.
• Knowledge of change management methodologies, learning strategy, adult learning principles, communications planning, content development practices, and stakeholder engagement approaches.
• Skill in developing enterprise strategies and translating them into practical operating models, priorities, team structures, and measurable outcomes.
• Ability to lead and align multidisciplinary teams across training, instructional design, content development, change management, and organizational readiness functions.
• Ability to assess stakeholder needs, organizational readiness, change impacts, and adoption barriers, and to integrate adoption and enablement activities into project, portfolio, governance, and delivery models.
• Strong leadership, relationship-building, and influencing skills, with the ability to collaborate effectively across institutional boundaries, mentor and develop teams, and work successfully in matrixed environments without direct authority.
• Strong communication, executive presence, analytical, problem-solving, and decision-making skills, including the ability to present complex information clearly, interpret data, identify trends, and recommend practical actions.
• Ability to manage multiple concurrent initiatives, set priorities, allocate resources effectively, establish meaningful metrics and dashboards, use business productivity and learning technologies proficiently, and handle sensitive information with professionalism and discretion.

Minimum Job Qualifications

Bachelor's degree in Business Administration, Information Systems, Healthcare Administration, Organizational Development, Change Management, Education Communications or a related field required. Master's degree preferred. 10 years of progressively responsible experience leading digital adoption, organizational change management, learning enablement, transformation programs, or related functions in a large, complex organization required. 5 years of management experience leading teams and cross-functional initiatives required. Experience in healthcare, academic medicine, research, higher education, or other highly regulated environments preferred. Experience working across partner institutions, affiliated organizations, or other complex multi-stakeholder environments preferred.

License/Certification/Registration Required:

• Prosci, project management, organizational change management, learning and development, or related certification preferred.

Supervisory Responsibilities:

• Adoption and enablement managers (4.0), trainers (2.0), instructional designers (2.0), content developers (3.0), change management specialists (1.0), program administrators (3.0) and organizational readiness professionals (1.0).

Patient Contact:

• None.

At Dana-Farber Cancer Institute, we work every day to create an innovative, caring, and inclusive environment where every patient, family, and staff member feels they belong. As relentless as we are in our mission to reduce the burden of cancer for all, we are committed to having faculty and staff who offer multifaceted experiences. Cancer knows no boundaries and when it comes to hiring the most dedicated and compassionate professionals, neither do we. If working in this kind of organization inspires you, we encourage you to apply.

Dana-Farber Cancer Institute is an equal opportunity employer and affirms the right of every qualified applicant to receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, national origin, sexual orientation, genetic information, disability, age, ancestry, military service, protected veteran status, or other characteristics protected by law.  

Pay Transparency Statement

The hiring range is based on market pay structures, with individual salaries determined by factors such as business needs, market conditions, internal equity, and based on the candidate’s relevant experience, skills and qualifications.

For union positions, the pay range is determined by the Collective Bargaining Agreement (CBA).