Change Enablement Lead
- Salary
- $93.2K–$155.8K
- Hiring from
- United States
- Work type
- Hybrid
- Posted
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Salary Range: $93,200.00 To $155,790.00 Annually
About MCU:
At Municipal Credit Union, we believe that an incredible culture helps create a happy and motivated team that works hard to achieve the best results for themselves and their members. For more than 100 years, MCU has provided affordable financial products and convenient services to a membership base that is now comprised of over 600,000 individuals. With each new generation we have the pleasure of interacting with, we maintain the credit union promise of people helping people.
Our Mission:
To help hard-working New Yorkers build better tomorrows
Our Vision:
Be New York's most loved financial institution by helping our members build their best financial futures
Overview: The Change Enablement Lead is responsible for establishing, maintaining, and continuously improving Municipal Credit Union's enterprise change enablement practices and providing a portfolio-wide view of organizational change impacts. Reporting to the Director of PMO, this role develops scalable standards, tools, templates, and governance requirements based on project impact and complexity; assesses cumulative change demand and organizational capacity across the portfolio; and recommends sequencing, consolidation, or timeline adjustments to support successful adoption. The role provides advisory support to project and program teams and may deliver targeted change support for select high-impact, high-risk, or vendor-led initiatives, but its primary focus is building enterprise capability and enabling informed portfolio decisions.
Responsibilities:
Specific duties include, but are not limited to, the following:
Change Enablement Strategy & Framework Oversight
- Establish, maintain, and continuously improve the PMO change enablement framework, standards, tools, templates, governance requirements, and minimum deliverables.
- Define a scalable approach that aligns change enablement requirements to an initiative's impact, complexity, risk, audience size, and vendor involvement.
- Develop practical assessment criteria and guidance that enable project teams to identify stakeholder impacts, readiness needs, adoption risks, and required interventions.
- Define how change enablement requirements are incorporated into project intake, charters, plans, milestones, RAID logs, stage gates, and governance reporting.
- Monitor adherence to established standards, identify recurring gaps, and recommend improvements based on portfolio experience, adoption results, and lessons learned.
- Build organizational understanding and consistent use of MCU's change enablement practices across the PMO and business functions.
Stakeholder Engagement, Communications & Training
- Establish enterprise guidance and reusable standards for stakeholder engagement, communications, training, leader readiness, and reinforcement.
- Partner with business leaders, Project Managers, Human Resources, Marketing and Communications, Learning and Development, subject matter experts, and vendors to clarify ownership and coordinate change activities.
- Identify opportunities to combine or align communications, training, leader engagement, and employee support across initiatives affecting the same audiences.
- Provide advisory support, quality review, tools, and coaching to project and program teams developing initiative-level change plans and materials.
- Provide targeted delivery support for select high-impact, high-risk, or vendor-led initiatives as agreed with the Director of PMO and based on available capacity.
- Equip leaders, managers, sponsors, and change champions to communicate expectations, reinforce desired behaviors, and support impacted employees.
Readiness, Adoption & Sustainment
- Define enterprise measures and reporting standards for readiness, adoption, proficiency, sustainment, and change capacity.
- Aggregate initiative-level assessments and feedback to identify enterprise readiness gaps, adoption barriers, and recurring organizational risks.
- Provide independent challenge and recommendations when unresolved readiness or adoption risks could affect implementation timing or intended outcomes.
- Monitor portfolio-level adoption trends and use results to improve standards, tools, sequencing decisions, and future change planning.
- For select initiatives, advise on or support readiness, adoption, reinforcement, and sustainment plans based on impact, risk, vendor involvement, and available capacity.
- Maintain enterprise change enablement resources, portfolio assessments, reporting, and lessons learned as PMO assets.
Project, Portfolio & Governance Partnership
- Partner with the Director of PMO to maintain an enterprise view of planned and active change across the project and program portfolio.
- Support project intake and prioritization by assessing organizational impact, affected audiences, timing, dependencies, readiness needs, and change capacity requirements.
- Identify cumulative impacts, overlapping demands, and change fatigue where multiple initiatives affect the same employees, leaders, processes, or business areas.
- Recommend consolidation of communications, training, and engagement activities where doing so will reduce burden, improve clarity, or strengthen adoption.
- Advocate for sequencing, scope, or timeline adjustments when the volume or timing of change exceeds organizational capacity or creates material adoption risk.
- Provide clear portfolio-level reporting and recommendations to PMO leadership, senior leadership, steering committees, and governance forums.
Coaching, Capability Building & Continuous Improvement
- Coach sponsors, business leaders, managers, Project Managers, and change champions on their responsibilities for planning, leading, and sustaining change.
- Build PMO and business capability to apply scalable change enablement practices without requiring centralized delivery support for every initiative.
- Develop reusable playbooks, tools, templates, training, and onboarding resources that promote consistent execution.
- Analyze portfolio and adoption data to identify enterprise trends, capability gaps, and improvement priorities.
- Promote an outcome-focused approach that connects employee adoption to project objectives, member outcomes, and strategic priorities.
Requirements:
- Bachelor's degree in organizational change, business administration, communications, human resources, project management, or related field.
- Minimum five years of experience in organizational change management, change enablement, transformation, portfolio management, communications, training, or related roles; financial institution experience preferred.
- Demonstrated experience establishing or improving change management frameworks, standards, tools, governance, and scalable delivery models.
- Experience assessing cumulative organizational impacts, change capacity, readiness, adoption risk, and dependencies across a portfolio of initiatives.
- Strong analytical, facilitation, writing, presentation, and executive communication skills, including the ability to translate portfolio data into clear recommendations.
- Proven ability to build relationships, influence without direct authority, provide constructive challenge, and drive accountability across organizational levels.
- Experience advising project teams and leaders on stakeholder engagement, communications, training, readiness, adoption, and reinforcement strategies.
- Experience with enterprise project or portfolio management tools and advanced proficiency in Microsoft Office applications.
- Ability to work independently, exercise sound judgment, manage competing priorities, and operate effectively in a regulated environment.
- Prosci, CCMP, or equivalent change management certification preferred; project or portfolio management certification or experience preferred.
Leadership Competencies:
- Proven ability to manage change
- Capacity to take calculated risks and innovate
- Experience in setting vision and strategy
- Lead by example and encourage team in developing adaptability
- Successful in communicating effectively
- Prioritizes developing others
- Thinking that values diversity and difference
- Proven ability to build and maintain relationships at all levels of the organization
- Skilled at managing effective teams and work groups that default to action, are accountable, and take ownership of work
Why you'll be a good fit:
Our Core Values are an integral part of who we are and who we hire. By living our Core Values, every day, we continue to attract the best and brightest talent, achieve unsurpassed results and continuously challenge ourselves to be better than yesterday. These values are at the heart of our organization and within every teammate. To be a great fit, you’ll bring the following
Results - We are passionate about winning.
Agility - We proactively anticipate, respond and pivot to ensure MCU wins.
Integrity - We operate with the highest ethical standards and highest degree of honesty.
Belonging - We cultivate a culture of inclusion and teamwork.
Ownership - We take personal responsibility and hold ourselves accountable for the results.
Why You’ll Love Working Here:
The pay range for this position is between $93,200-155,790 annually. Actual base pay offered may vary depending on a number of factors such as job-related knowledge, skills, experience, and location. Employees in this position may also be eligible for a discretionary bonus, 401(k) with an 6% employer match per pay period. Benefits for this position include Medical, vision, dental, life, and disability insurance, flexible paid time off and 11 paid holidays annually.
Municipal Credit Union (MCU) is an Equal Opportunity Employer. Municipal Credit Union provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by applicable federal, state or local laws.
We are committed to hiring, training, cultivating, promoting, and celebrating an environment where we have a welcoming and fulfilling place for all people to call home. Diversity of race, thought, sexual orientation, age, veteran status, religion, and disability will empower us to thrive as individuals, as teams, and as an organization.
