Executive Director, Enterprise Change Management & Adoption

Labcorp is a global leader in laboratory services, providing the insights and answers that help healthcare providers, patients, researchers, pharmaceutical companies and health systems make confident decisions and improve outcomes. Through our unparalleled science, data, technology and laboratory network, we advance diagnostics, accelerate innovation and help address some of the world’s most important health challenges. As we shape the future of healthcare, we are leveraging advanced technologies, intelligent digital solutions and data-driven innovation across our operations to enhance how work gets done and deliver greater value to customers and patients. With our global scale and deep expertise, you’ll have the opportunity to do meaningful work, grow your career and make a real impact on people’s health around the world. Together, we’re improving health and improving lives.

Labcorp is seeking an Executive Director, Enterprise Change Management & Adoption to join our team!

Primary Responsibilities

1. Enterprise Change Management Strategy & Methodology

Define and lead Labcorp’s enterprise change management and adoption strategy aligned to corporate AI, automation, and digital transformation priorities

Establish a repeatable, standardized change management methodology and framework (e.g., structured, research-based approaches such as ADKAR / Prosci or equivalent) scaled for enterprise use

Ensure change management is embedded at the beginning of major transformation initiatives rather than treated as a downstream communications activity

Create scalable approaches that can be deployed consistently across multiple business units and transformation programs

2. Partnership with Workforce Readiness & Transformation

Serve as the change and adoption partner to the Executive Director, Workforce Readiness & Transformation, on the AI and Tech-enabled transformation major initiatives

Translate workforce impact assessments, future-state role designs, and workforce transition plans into change strategies, stakeholder plans, and adoption approaches

Jointly define the division of labor on each initiative so workforce design and change execution are complementary and non-duplicative

Co-develop integrated readiness measures that connect workforce readiness with change readiness and adoption

Align reskilling and capability-building milestones with adoption and reinforcement timelines

3. Strategic Partnership with IT & AI Transformation

Partner closely with Information Technology, Digital Transformation leaders, and the Office of the Chief AI Officer (CAIO) to align change and adoption activities to Labcorp’s AI and digital roadmap

Participate in planning and prioritization for major AI, automation, and technology initiatives to proactively identify change impacts and adoption requirements

Ensure change management, communications, and adoption activities are incorporated into solution deployment plans and release schedules

Drive adoption of enterprise AI tooling, agentic platforms, automation solutions, and emerging technologies

Translate technology roadmaps into change impacts, stakeholder actions, and adoption plans

4. Stakeholder Engagement & Leadership Alignment

Identify, map, and segment stakeholders across impacted business units, functions, and employee populations

Activate and enable executive sponsors, building visible, active, and sustained sponsorship for change

Develop and equip a network of change agents, champions, and people leaders to drive adoption at the front line

Build leadership alignment and coalition across senior stakeholders on the case for change and the path to adoption

Partner with HR Business Partners and business leaders to lead change within their organizations

5. Change Impact & Adoption Assessment

Assess the change impacts of AI, automation, and digital transformation initiatives on people, processes, and ways of working

Conduct change readiness assessments and identify adoption risks across impacted populations

Define adoption requirements and target behaviors for each impacted stakeholder segment

Identify sources of resistance early and develop targeted mitigation strategies

Partner with Workforce Readiness & Transformation to connect workforce impacts with the change actions required to adopt them

6. Communications & Engagement Enablement

Define enterprise change communications strategies that build awareness, understanding, desire, and commitment

Partner with Corporate Communications and leadership teams to deliver clear, consistent, audience-specific messaging

Develop sponsor, manager, and change-agent communication toolkits and talking points

Create engagement approaches that give employees a voice in the change and surface feedback

Sequence communications to align with initiative milestones, deployment waves, and adoption moments

7. Change & Adoption Playbook & Operating Model

• •Design, test, and scale a repeatable Change Management & Adoption Playbook
• •Establish enterprise methodologies for:
• •Change impact and readiness assessment
• •Stakeholder analysis and sponsorship activation
• •Communications and engagement planning
• •Resistance management
• •Adoption planning and reinforcement
• •Change measurement and sustainment
• •Continuously refine the playbook based on lessons learned and deployment outcomes
• •Create tools, templates, and frameworks that can be consistently applied across transformation efforts

8. Transformation Execution & Cross-Functional Leadership

Lead change and adoption workstreams associated with major AI, automation, and digital transformation initiatives

Develop resource model and coordinate change resources across the enterprise to support major transformation initiatives

Establish repeatable approaches that can be utilized across multiple transformation initiatives

Operate as a player-coach leader who actively participates in solving change and adoption challenges

Build Enterprise HR capability in change management

9. Reinforcement, Sustainment & Change Analytics

Define adoption, reinforcement, and sustainment approaches that embed new behaviors beyond go-live

Develop manager and leadership guidance for leading teams through change and reinforcing adoption

Define and track change and adoption success metrics, including:

Change readiness and stakeholder sentiment

Adoption and usage rates

Proficiency and sustained behavior change

Speed of adoption and time-to-value

Resistance reduction and issue resolution

Partner with Finance, IT, and business leaders to connect adoption to measurable business outcomes

Establish data-driven methods for prioritizing change investments and interventions

10. Executive Partnership & Governance

Serve as a strategic advisor to the CHRO, CIO, CAIO, and senior business leaders on change and adoption

Act as a connector across HR, IT, Talent, Learning, Communications, and business teams

Provide visibility into change readiness, adoption progress, risks, and outcomes

Support enterprise governance processes related to AI, transformation, and organizational readiness

Help shape prioritization of transformation initiatives based on change impact and adoption considerations

Measures of Success

Enterprise change management strategy and methodology established and adopted

Increased adoption rates and sustained behavior change across priority populations

Successful deployment of change and adoption playbooks across multiple initiatives

Reduced time-to-adoption for major digital and AI initiatives

Active, visible sponsorship and strong leader and employee adoption outcomes

Early identification and effective mitigation of resistance

Measurable business value realized through adoption of transformation investments

Seamless, complementary partnership with Workforce Readiness & Transformation across initiatives

Minimu