Job Description

Overview

Reporting to the Vice President, Talent Management and People Strategy, the Organizational Change Management Director leads the Institute’s enterprise approach to change in support of strategic priorities, with a particular focus on advancing clinical transformation. This role sets the direction and governance for change adoption across a portfolio of enterprise and operational initiatives, ensuring that clinical, operational, process, technology, and people changes are implemented effectively and sustained over time.

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.

Reporting to the Vice President, Talent Management and People Strategy, the Organizational Change Management Director leads the Institute’s enterprise approach to change in support of strategic priorities, with a particular focus on advancing clinical transformation. This role sets the direction and governance for change readiness across a portfolio of enterprise and operational initiatives, ensuring that clinical, operational, process, technology, and people changes are implemented effectively and sustained over time.

The Director leads the Organizational Change Management Center of Excellence and maintains consistent, scalable practices for stakeholder engagement, communications, learning, sponsorship, readiness, and sustainment across programs and functions. Working closely with clinical leaders, HR, PMO, IS, Operations, Finance, and Communications, the Director integrates change readiness into initiative planning and execution to strengthen adoption, reduce implementation risk, and support realization of expected outcomes and benefits.

The primary area of focus for the role is building organizational and leadership capability to lead change. The Director equips leaders with the tools, frameworks, coaching, and development needed to effectively sponsor, lead, and sustain transformation within their teams and across the Institute. Through strong partnership, strategic counsel, and measurable change practices, this role helps create the conditions for successful clinical transformation and a stronger, more change-capable organization.

Primary Duties and Responsibilities

• Continue to grow the Institute’s enterprise change management strategy by continuously improving upon and updating the operating model, and multi-year roadmap for organizational change management, with a strong focus on enabling clinical transformation and other strategic priorities.
• Oversee a portfolio of high-impact change initiatives across clinical, operational, process, policy, and technology domains, ensuring effective prioritization, resource alignment, risk mitigation, and sustainable adoption of new ways of working.
• Direct the Organizational Change Management Center of Excellence by establishing and advancing enterprise methodologies, standards, tools, and measures, and ensuring change management is embedded in project, program, and transformation planning and delivery.
• Build organizational and leadership capability for change through coaching, training, tools, and development that strengthen executive sponsorship, leader readiness, manager effectiveness, and the Institute’s overall capacity to lead and sustain change.
• Partner with clinical, operational, and Institute leaders to design and implement people-centered change strategies that support clinical transformation, improve readiness and engagement, and minimize disruption to care delivery, team performance, and business operations.
• Serve as a strategic advisor to senior leadership by providing insight on stakeholder impacts, adoption risks, readiness, communications, and benefits realization, while using data, feedback, and change management analytics to guide decisions and continuous improvement.
• Supervise staff. Hire, develop, and manage staff to achieve organizational goals. Set clear expectations, deliver feedback, and monitor performance for quality, efficiency, and compliance with policies and procedures. Mentor staff, foster career growth, and cultivate a positive and productive work environment.

Knowledge, Skills and Abilities

• Advanced knowledge of organizational change management principles, frameworks, and leading practices, with demonstrated ability to apply them in complex, matrixed environments to support enterprise transformation and sustained adoption.
• Proven ability to lead large-scale, multi-year change initiatives, particularly those involving clinical transformation, process redesign, technology implementation, and behavior change, with a focus on measurable outcomes and benefits realization.
• Strong capability in executive advising, stakeholder engagement, and strategic communication, including the ability to influence senior leaders, build alignment across diverse groups, and tailor messaging for clinical, operational, administrative, and corporate audiences.
• Expert analytical and problem-solving skills, including the ability to assess organizational readiness, identify change impacts and risks, interpret adoption and performance data, and use insights to guide decision-making and continuous improvement.
• Demonstrated skill in building leadership and organizational change capability through coaching, facilitation, adult learning, and development of tools, training, and resources that enable leaders and teams to lead and sustain change effectively.
• Strong business and operational acumen, including knowledge of healthcare environments, project and program delivery approaches, process improvement methods, and the ability to manage multiple priorities, sensitive issues, budgets, and external partnerships with professionalism and sound judgment.

Minimum Job Qualifications

• Bachelor’s degree in Human Resources, Organizational Development/Design, Organizational/Industrial Psychology, Business Administration, Communications, or a related field required.
• Minimum of 8 years of progressively responsible experience in organizational change management within large, complex organizations required.
• Minimum of 5 years leading enterprise transformations and managing teams required.
• Experience integrating OCM with PMO/project management processes and stage-gates required.
• Healthcare or academic medical center experience preferred.
• CCMP or comparable credential preferred. PMP/PMI-ACP and Lean/Six Sigma certifications a plus.

License/Certification/Registration Required:

• Formal OCM methodology certification (e.g., Kotter, Association of Change Management Professionals, PMI-CM or equivalent) required.

Supervisory Responsibilities: Yes

• Directly supervises a Change Management Consultant.

Patient Contact: No

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).

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