Change Enablement Director
Posted 24 Sep 2026
Advertised as “Director, Change Enablement”
BranchFactor Summary
The original posting with the fluff stripped out
- Expected experience
- 10+ yrs
- Management level
- Individual contributor
- Employment
- Hybrid
- Contract
- Full-time
No salary listed for this role.
Field of studyBusiness, Human Resources, Organizational Development, Organizational Psychology (or related)
Study levelBachelor's
CertificationsPROSCI, CCMP
Study levelMaster's
**Join a Challenger
**At EQ, we're remaking banking so every Canadian gets ahead, every day. Serving nearly 4 million Canadians from coast to coast, we offer a wide variety of financial services from banking and lending, to trust and credit union solutions.
We've been at this since 1970, challenging the conventions of traditional banking with smarter, faster, and more connected financial experiences.
What's kept us moving? The people behind it all: challengers who ask better questions, push back on old assumptions, and look for a better way forward.
If you're driven to help reshape how banking works for Canadians and the businesses that power our economy, this could be your next big opportunity.
We can’t wait to get to know you!
The Work The Director, Change Enablement advances EQ Bank’s enterprise Change Enablement practice, a standing capability within People & Talent accountable for readiness, adoption and sustained behaviour change across the Bank’s concurrent transformation agenda. The role closes the gap between funded transformation delivery and the employee readiness required to realize value across enterprise AI, PC Financial integration and convergence, and the EQB 2.0 operating model. Reporting to the Vice President, Talent, Transformation & Design, the incumbent owns the enterprise change method, demand prioritization, adoption readiness and executive-level visibility of change saturation. The mandate is to identify, plan, sequence and land change with the business, making adoption an engineered outcome rather than a communications task applied at go-live.
The Core Responsibilities
Enterprise Change Enablement Strategy
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Establish and maintain the enterprise Change Enablement practice within People & Talent, including standards, methods, tools, intake, demand prioritization and governance routines.
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Own a tiered support model that sizes change enablement effort based on employee impact, adoption risk, complexity and strategic importance.
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Maintain enterprise visibility of change saturation across major transformation programs and provide clear recommendations on sequencing, readiness and trade-offs.
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Partner with program sponsors, business leaders, Enterprise AI, IMO, Convergence, EQB 2.0, Organization Design, Communications, Risk and Finance to ensure change, structure, process and value-realization plans are aligned.
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Position adoption as a measurable business outcome by defining readiness criteria, adoption measures, sustainment practices and post-implementation review requirements.
Adoption, Readiness and Leader Enablement
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Lead change impact assessments, stakeholder mapping, readiness assessments, resistance sensing and adoption planning for high-impact enterprise initiatives.