Change Manager/ Banque F/H

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. 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. 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. Own a tiered support model that sizes change enablement effort based on employee impact, adoption risk, complexity and strategic importance. Maintain enterprise visibility of change saturation across major transformation programs and provide clear recommendations on sequencing, readiness and trade‑offs. 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. Position adoption as a measurable business outcome by defining readiness criteria, adoption measures, sustainment practices and post‑implementation review requirements. Lead change impact assessments, stakeholder mapping, readiness assessments, resistance sensing and adoption planning for high‑impact enterprise initiatives. Design leader and manager enablement approaches that equip people leaders to communicate change with clarity, handle difficult questions and reinforce desired behaviours. Create and maintain reusable change playbooks, templates, communications inputs, training supports and adoption measurement practices that can be scaled across initiatives. Use employee feedback, pulse checks, readiness data, service data and adoption telemetry to identify friction early and adjust enablement plans. Ensure change enablement aligns with EQB’s culture refresh, ways of working and employee experience commitments so transformation lands in a credible and consistent way. Maintain a consolidated enterprise change calendar across AI, integration, convergence and operating model initiatives to identify collisions, capacity pressure and sequencing risks. Provide executive‑level reporting on change saturation, readiness at go‑live, adoption velocity, friction after go‑live and time to value. Translate readiness and adoption data into clear recommendations for senior leaders, including where to accelerate, pause, sequence differently or add support. Partner with Risk, Compliance and control functions to ensure change plans meet regulatory expectations and produce evidence of readiness, adoption and sustainment where required. Practice Governance and Flexible Capacity Build and manage a pre‑qualified contractor pool to provide flexible capacity for large waves, peak demand, training build, communications production and adoption measurement. Manage the Change Enablement operating budget, including contractor spend, and make pragmatic resourcing trade‑offs across competing program demands. Contribute to the broader People & Talent strategy and assess workforce upskilling and training needs arising from automation, role redesign and new ways of working. Post‑secondary education in Business, Human Resources, Organizational Psychology, Organizational Development or a related field; graduate degree is an asset. ~10+ years of total work experience, including at least seven years leading organizational change on enterprise‑scale transformation, technology, AI, automation, operating model or integration programs. ~ Experience in financial services, another regulated industry or management consulting is preferred. ~ Expert knowledge of change management methods and demonstrated ability to establish a practice where none exists; Demonstrated experience building impact assessments, readiness plans, stakeholder maps, leader enablement approaches, adoption measures and sustainment plans. ~ Working knowledge of organization design, workforce planning, learning design and internal communications sufficient to partner effectively with those practices without duplicating accountabilities. ~ Strong analytical capability, with the ability to interpret adoption telemetry, readiness data, e