Director Enterprise Change Management

Position Title: Sr. Manager/Director Enterprise Change Management (M3/M4)

Company Summary:

Crown Castle works around the country to build and maintain the infrastructure behind the world's most revolutionary technologies. Crown Castle owns, operates and leases more than 40,000 cell towers and over 80,000 route miles of fiber supporting small cells and fiber solutions across every major US market. This nationwide portfolio of communications infrastructure connects cities and communities to essential data, technology, and wireless service - bringing information, ideas and innovations to the people and businesses that need them. Crown Castle is an S&P 500 and Fortune 500 company and one of the largest Real Estate Investment Trusts in the United States with an enterprise value of approximately $100billion.

Role:

The Sr. Manager/Director of Enterprise Change Management will play a key role in ensuring the continuous maturity of Crown's change capabilities and creating data-driven insights that informs Crown's transformation journey, creates organizational agility, and embeds change sustainably.

Responsibilities

• Continuously scan the internal and external landscapes to identify and lead the development and evolution of frameworks and thought leadership to infuse leading practices for facilitating realization of transformation outcomes.
• Accelerate ROI through managing Crown's change portfolio, leading end-to-end change programs, and managing a team to achieve results.
• Leverage Behavioral Science, Growth Mindset, and other developments to cultivate and embed new mindsets and drive sustainable culture change.
• Apply behavioral analytics and tools to measure and harness insights for achieving transformational outcomes.
• Collaborate with business partners to assess organization and individual capacity for change to strategically pace and drive continuous improvement towards mission-critical priorities.
• Maintain awareness of current and emerging industry trends and business context for potential implications for business transformation and change programs.

Expectations

• Economic and enterprise thinking that drives strategic decisions. An ability to articulate our company's business strategy, value proposition and focus on delivering for our customers.
• Ability to influence senior leaders through the building of trusting relationships and thoughtful framing of issues.
• Exceptional writing and storytelling skills.
• Collaborative work done in a way that balances pragmatism and decision making with measured speed of implementation.
• Ability to continuously prioritize long-term plans with short-term urgent priorities.
• A constant example of modeling Crown's B3 values.
• 10+ years of experience leading consultative change, managing teams, or a combination of leading change and other related experiences.

Education/Certifications

• Bachelor's or advanced degree in Business, Finance, Accounting, or other related fields.

Organizational Relationship

Reports to: VP, Business Transformation

Title(s) of direct reports (if applicable): May include Managers and Sr. Change Management Associates

Working Conditions: This role falls into our hybrid work model working in your assigned office approximately 60% of the time (3 days per week) and where you do your best work 40% (2 days per week). There is an expectation of collaboration with teammates and stakeholders for moments that matter that could require travel.

Additional Information: Crown Castle has a COVID-19 Vaccine Policy in place requiring vaccination by your employment start date, unless approved for an accommodation or otherwise prohibited by law.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)