Program Director, Enterprise Design and Transformation

Job description

We anticipate the application window for this opening will close on - 5 Aug 2026 Careers that change lives start here. Medtronic is a global leader in healthcare technology with a Mission to alleviate pain, restore health, and extend life. Our 95,000 employees work across more than 150 countries to put patients first — developing innovative medical technologies that improve the lives of 72+ million patients each year. Your unique talents will help shape the future of healthcare while building a career grounded in purpose, growth, and impact. A Day in the LifeAs a Program Director in Enterprise Design & Transformation, you will partner with enterprise, business, and functional leaders to translate strategy into the organizational capabilities, operating models, workforce choices, and ways of working needed to deliver it. You will lead complex, cross-functional transformation engagements from problem definition and design through activation and value realization. Assignments may span business model transformation, operating model transformation, organizational integration and activation, and digital/AI-enabled workforce transformation. This role combines enterprise strategy, organization and work design, program leadership, and change execution to improve performance, speed, accountability, scalability, and customer value. 1. Enterprise Transformation Strategy & Advisory Serve as a trusted advisor to senior leaders, helping frame ambiguous business challenges, clarify the transformation ambition, and define the outcomes, design criteria, and roadmap required for success. Translate enterprise and business strategies into implications for capabilities, operating models, organization, workforce, governance, and ways of working. Conduct evidence-based diagnosis using business and workforce data, stakeholder insights, external benchmarks, and leading practices to identify root causes, opportunities, and design choices. Shape integrated recommendations that balance customer and business needs with scale, cost, risk, talent, and execution realities. 2. Business, Operating Model & Organization Design Support business model transformation by translating changes in customer needs, value propositions, routes to market, capabilities, and economics into operating model, organization, and execution requirements. Lead the design and evolution of operating models, including capabilities, accountabilities, structure, governance, decision rights, process ownership, cross-functional interfaces, and resource deployment. Guide macro- and micro-organization design, including role clarity, management layers and spans, team configuration, and the placement of shared versus embedded capabilities. Facilitate executive decisions, surface tradeoffs and interdependencies, and convert design choices into practical implementation and transition plans. 3. Digital/AI & Workforce Transformation Assess how digital technologies, AI, automation, and new delivery models change work, workflows, capacity, roles, skills, talent mix, and organizational capabilities. Partner with business, Digital/IT, Finance, HR, and workforce strategy leaders to redesign work and the workforce around the value technology can enable. Define the organizational, governance, capability-building, and adoption requirements needed to responsibly embed new technologies and sustain new ways of working. Identify and measure expected outcomes, including productivity, capacity creation, quality, speed, employee experience, and customer value. 4. Program Leadership & Transformation Activation Lead end-to-end transformation programs, establishing clear governance, workstreams, decision forums, milestones, dependencies, resource needs, risks, and escalation paths. Mobilize and coordinate multidisciplinary teams across business and functions, including internal experts and external partners, to deliver integrated outcomes. Develop and execute activation plans that address leader readiness, stakeholder engagement, communications, capability building, culture, team effectiveness, adoption, and sustainment. Adapt plans based on performance data and stakeholder feedback, and transition durable ownership to business and functional leaders. 5. Value Realization & Enterprise Capability Establish clear baselines, measures, and benefits for transformation initiatives, connecting organizational and workforce outcomes to business performance. Monitor execution, adoption, organization health, and value realization; identify emerging risks and recommend course corrections. Use data, analytics, and qualitative insights to evaluate effectiveness and improve transformation decisions over time. Codify lessons, methods, tools, and reusable practices that strengthen enterprise design and transformation capability across the organization. Competencies Enterprise and Systems Thinking: Connects strategy, customers, capabilities, operating model, organization, workforce, technology, and economics to develop integrated solutions. Transformation Leadership: Creates clarity and momentum in complex, ambiguous environments and guides work from strategy through execution and sustainment. Design Expertise: Applies sound business, operating model, organization, work, and workforce design principles to practical enterprise challenges. Executive Influence and Facilitation: Builds trusted relationships, communicates clear recommendations, and facilitates high-stakes decisions and tradeoffs without relying on direct authority. Program Leadership and Execution: Structures and leads complex, cross-functional work with disciplined governance, prioritization, risk management, and follow-through. Business and Data Acumen: Uses financial, operational, customer, and workforce insights to inform decisions and connect transformation work to measurable value. Learning Agility and Collaboration: Adapts quickly, integrates diverse perspectives, and works effectively across functions, geographies, and levels of the organization. Must Have: Minimum Requirements Bachelor's degree with 10+ years of experience in human resources, organization design/effectiveness, strategy, transformation, management consulting, business operations, or a related field including 7+ years of managerial experience (people or program management); or an advanced degree with 8+ years of experience in human resources, organization design/effectiveness, strategy, transformation, management consulting, business operations, or a related field including 7+ years of managerial experience (people or program management). Nice to Have: Advanced degree in Business Administration, Organizational Development, Human Resources, Industrial/Organizational Psychology, Strategy, Engineering Management, or a related field. Proven experience leading complex, enterprise-scale transformation initiatives involving business or operating model change, organization/workforce design, digital/AI transformation, or comparable cross-functional change. Experience in management consulting, an internal enterprise transformation function, or a center of expertise supporting senior executive clients. Deep expertise in one or more of the following: business model transformation, operating model design, organization design, strategic workforce planning, process/work design, digital/AI workforce transformation, change activation, or benefits realization. Demonstrated ability to integrate strategy and design with practical implementation, adoption, and value realization. Strong financial and business acumen, including experience building business cases and defining measurable transformation outcomes. Experience working in a global, matrixed, and regulated environment; medical technology or healthcare experience is a plus. Relevant certifications in organization design, change management, program/project management, Agile, Lean, or related disciplines. For Baccalaureate degree