From Exelon's posting. “We” and “our” refer to the employer.
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
What if Exelon could redesign itself as fast as the energy industry is changing? The Director, Enterprise Transformation Enablement exists to make that possible. This newly created enterprise role is the architect of how Exelon organizes, adapts and works in an AI-enabled future. It combines change leadership, organizational design and work redesign into one integrated capability.
Working with the Transformation Office to co-develop Exelon's multi-year transformation roadmap, this leader will redefine work across the enterprise. That means redefining workflows, rebalancing work between people and AI agents, and building structures that are leaner, faster and more effective. Along the way, they will build an enterprise-wide change capability that helps employees and leaders handle change with confidence. The goal goes beyond managing change.
It is to make adaptability a competitive advantage for Exelon, delivering breakthrough results for customers, communities and employees.
**This is a multiple‑location posting. The selected candidate may be based out of our Exelon Corporate Office locations in IL, DC, MD, or PA**
Primary Duties
Co-develop enterprise transformation agenda and lead supporting enterprise change strategy.
Collaborate with the Transformation Office in Finance to jointly develop a multi-year transformation roadmap. Define and lead the supporting 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.
Lead operating model and organizational design governance and oversight.
Develop and own the enterprise approach, principles, and processes for operating model and organizational design transformation, including structure, spans and layers, decision rights, role leveling (in partnership with Total Rewards), and accountability models. Create scalable frameworks, diagnostics, and tools that HR and business leaders can apply to redesign organizations in the business, balancing “One Exelon” consistency with 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.
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.
Responsibilities
Co-develop enterprise transformation agenda and lead supporting enterprise change strategy.
Collaborate with the Transformation Office in Finance to jointly develop a multi-year transformation roadmap. Define and lead the supporting 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.
Lead operating model and organizational design governance and oversight.
Develop and own the enterprise approach, principles, and processes for operating model and organizational design transformation, including structure, spans and layers, decision rights, role leveling (in partnership with Total Rewards), and accountability models. Create scalable frameworks, diagnostics, and tools that HR and business leaders can apply to redesign organizations in the business, balancing “One Exelon” consistency with 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.
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.
About this listing
LAYIQ is an independent job-discovery service. This listing does not imply a partnership with or endorsement by the employer. Review the original posting for current details and availability.
