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 

Minimum Requirements

• Bachelor's Degree
• 12+ years of experience in organizational change management, transformation, organizational effectiveness, or related fields

Additional Job Standards

• Demonstrated experience leading enterprise-scale change management on large, complex transformation initiatives
• Expertise in:
  • Change management strategy and methodology
  • Stakeholder engagement and sponsorship activation
  • Change and adoption communications
  • Resistance management
  • Adoption planning, reinforcement, and sustainment
  • Change measurement and analytics
  • Transformation program leadership
  • Deep fluency in a structured change management methodology 
  • Experience assessing the change and adoption implications of operational, technology, or business transformations
  • Strong analytical and data fluency, with the ability to translate insights into change decisions
  • Demonstrated ability to work across business, HR, and technology functions
  • Experience building enterprise frameworks, methodologies, or operating models
  • Strong executive presence and stakeholder management skills
• Experience leading change and adoption for AI-enabled, automation-enabled, or digital transformations

• Experience partnering closely with technology organizations and workforce transformation teams

• Experience within healthcare, life sciences, diagnostics, logistics, or other operationally complex environments

• Consulting, transformation, or organizational effectiveness background

• Familiarity with adoption analytics and digital adoption platforms 

Leadership Profile

• Enterprise-minded: Connects strategy, technology, people, and business outcomes

• Change strategist: Understands how people and organizations move through and adopt change

• Collaborative influencer: Leads through influence in highly matrixed environments

• Systems thinker: Connects technology transformation with the human change required to adopt it

• Player-coach: Comfortable both developing strategy and driving hands-on execution

• Adoption leader: Builds sustained behavior change and reinforcement, not just plans and communications

Role Overview

Labcorp is accelerating toward a digitally enabled, AI-powered operating model that is fundamentally reshaping how work gets done, how roles are defined, and how value is created. Technology deployment alone does not deliver that value — value is realized only when leaders and employees actually adopt new tools, new processes, and new ways of working, and sustain those behaviors over time.

The Executive Director, Enterprise Change Management & Adoption leads Labcorp’s enterprise strategy and execution for organizational change management and adoption across AI, automation, and digital transformation initiatives. This leader ensures that the people side of change — awareness, desire, stakeholder alignment, communications, resistance management, and reinforcement — is planned and executed with the same rigor as the technology itself.

This role partners with the Executive Director, Workforce Readiness & Transformation across every major transformation initiative: 

• Workforce Readiness & Transformation serves as the bridge between business operations, Information Technology, Talent & Learning, HR Business Partners, and enterprise leaders to ensure employees, leaders, skills, roles, and workforce structures evolve alongside technology-enabled change.

• Enterprise Change Management & Adoption owns the change response, including the change strategy, stakeholder engagement, communications, adoption planning, resistance management, and reinforcement that convert workforce strategies into sustained behavior change and realized value.

Together they ensure that transformation initiatives produce both the right future-state workforce and the adoption required to make it stick. This is a highly collaborative, execution-focused role responsible for establishing a repeatable Change Management & Adoption Playbook and applying it across Labcorp’s most strategic transformation initiatives.

Purpose of the Role

The Executive Director will ensure that enterprise transformation investments translate into adopted, sustained new ways of working through:

• Enterprise change management strategies that move leaders and employees from awareness to adoption

• Change impact and adoption assessments tied to digital transformation initiatives

• Stakeholder engagement, sponsorship activation, and leadership alignment

• Communications and engagement strategies that build understanding and commitment

• Resistance identification and mitigation approaches

• Adoption planning, reinforcement, and sustainment mechanisms

• Change readiness, adoption, and behavior-change measurement

• Measurable business value realization through adoption

This role focuses on how people move through change and adopt new ways of working. and ensures the change required to adopt them succeeds.

Why This Role Matters

Technology does not create value on its own. Value is realized when organizations successfully change how people work, lead, communicate, and sustain new behaviors.

Where Workforce Readiness & Transformation prepares the workforce — the roles, skills, and structures of the future — this role ensures the organization actually adopts those changes. It is the execution complement that turns readiness into results.

By leading enterprise change management and adoption, this role ensures Labcorp captures the full value of its AI, automation, and digital transformation investments — helping leaders and employees embrace new ways of working and make them stick in an increasingly AI-enabled enterprise.

Application Window: Application window will close on November 13, 2026

Pay Range: $200,000-$220,000

All job offers will be based on a candidate’s skills and prior relevant experience, applicable degrees/certifications, as well as internal equity and market data. The position is also eligible for an annual bonus under the Labcorp Bonus Plan. Bonuses are payable based on corporate and/or business segment performance and are subject to individual performance modifiers. Compensation may also include discretionary short- and long-term incentive packages.

Benefits: Employees regularly scheduled to work 20 or more hours per week are eligible for comprehensive benefits including: Medical, Dental, Vision, Life, STD/LTD, 401(k), Paid Time Off (PTO) or Flexible Time Off (FTO), Tuition Reimbursement and Employee Stock Purchase Plan. Employees regularly scheduled to work less than 20 hours, Casual, Intern, and Temporary employees are only eligible to participate in the 401(k) Plan. Employees who are regularly scheduled to work a 7 on/7 off schedule are eligible to receive all the foregoing benefits except PTO or FTO. For more detailed information, please click here. 

Labcorp is proud to be an Equal Opportunity Employer:

Labcorp strives for inclusion and belonging in the workforce and does not tolerate harassment or discrimination of any kind. We make employment decisions based on the needs of our business and the qualifications and merit of the individual. Qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), family or parental status, marital, civil union or domestic partnership status, sexual orientation, gender identity, gender expression, personal appearance, age, veteran status, disability, genetic information, or any other legally protected characteristic. Additionally, all qualified applicants with arrest or conviction records will be considered for employment in accordance with applicable law. 

We encourage all to apply

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