What is the opportunity?
The Lead Change Management Specialist is a role within the DevOps & EA Business Office, reporting directly to the Senior Director. This role owns the full Change Management mandate for the Business Office: enterprise change delivery for DevOps & EA initiatives, AI adoption telemetry, agentic readiness, and the AI champion network.

Job Description
The Lead Change Management Specialist is a role within the DevOps & EA Business Office, reporting directly to the Senior Director. This role owns the full Change Management mandate for the Business Office: enterprise change delivery for DevOps & EA initiatives, AI adoption telemetry, agentic readiness, and the AI champion network.

This is a permanent, senior individual contributor role operating with significant independence. The Senior Manager leads change management strategy and execution across a complex, fast-moving technology transformation environment — including the enterprise rollout of AI-enabled software delivery — and serves as the primary change partner to PMO, Finance, and Platform Integration.

What will you do?

Change Delivery — DevOps & EA Initiatives

Own change management delivery for all qualifying DevOps & EA initiatives: change impact assessments, stakeholder plans, and communication execution

Partner with the Director, PMO to sequence change activities into delivery schedules — readiness work is planned in from day one, not appended at go-live

Complete change readiness assessments for 100% of qualifying initiatives before major go-lives; no go-live proceeds without readiness clearance

Manage adoption friction signals: track, action, and close within 10 business days for 80% or more of identified friction points

Escalate stakeholder resistance or readiness gaps to the Senior Director immediately when they create delivery or financial risk

AI Adoption Telemetry & Productivity Capacity Reporting

Own AI adoption telemetry for DevOps & EA: aggregate adoption signals, track friction points, and quantify capacity hours generated through AI enablement

Submit telemetry-backed capacity hours to Finance monthly, on cadence, for classification into the Productivity Capacity taxonomy — this feeds the $200M savings trajectory directly

Maintain the AI adoption signal log; surface patterns that indicate systemic barriers requiring senior leadership attention

Partner with Finance to ensure capacity claims are evidence-backed, taxonomy-compliant, and reconciled quarterly — no theoretical benefits, no unsubstantiated hours

Agentic Readiness Framework

Own the Agentic Readiness Framework: define human-side readiness criteria and workflow change patterns required before AI agent deployment across DevOps & EA

Deliver V1 of the Agentic Readiness Framework by Q3 FY26 — this is a hard program commitment tied to the AI-SDLC enterprise rollout timeline





Coordinate with the Director, PMO and Platform Integration lead to ensure agentic readiness criteria are embedded in delivery gates, not treated as a post-deployment check

Evolve the framework iteratively as agent deployment patterns mature across the enterprise — V1 is a foundation, not a final state

AI Champion Network

Own and operate the AI champion network as a signal layer and connective tissue between DevOps & EA and the broader enterprise transformation

Manage champion engagement cadence: enablement sessions, feedback loops, and network health

Surface champion-generated signals — adoption wins, friction patterns, capability gaps — into the telemetry report and the change delivery model

Coordinate with enterprise change and talent stakeholders to align the champion network with the broader AI-SDLC enterprise program design

AI-SDLC Enterprise Rollout — Change Track Ownership

Own the change management track for the AI-SDLC enterprise rollout as the program transitions from the 12-week lab phase into Phase 2 (Readiness Gating & CM Hardening) and Phase 3 (Broader Enterprise Deployment)

Coordinate enterprise rollout planning in parallel with lab execution — change track does not wait for pilot completion

Manage Phase 2 gate conditions: tools production ready, process shared across lines of business, Phase 1 Cohort identified, Scale-up Playbook approved

Lead Phase 3 objectives: achieve 100% enterprise adoption, activate training at scale, institutionalize AI-SDLC as RBC's default delivery model

Partner with HR, Talent, and Corporate Communications on enterprise-scale people change components — role impact, training design, and leader-led communications

What do you need to succeed?
Must have:

5+ years of change management experience in a technology or financial services environment, with demonstrated ownership of large-scale, enterprise-wide change programs

Proven ability to manage change delivery independently — impact assessments, stakeholder plans, comms execution, and readiness gating — without requiring a senior lead to direct each activity

Experience embedding change management into agile or iterative delivery models — not as a post-launch add-on

Robust data literacy: ability to interpret adoption signals, quantify productivity capacity, and present evidence-backed findings to finance and executive audiences





Executive-ready communication skills — written and verbal; able to represent the change management function in VP-level forums independently

Nice-to-have:

Direct experience with AI adoption, AI-enabled productivity programs, or developer tooling transformation in an enterprise context

Familiarity with SDLC, software delivery, or technology platform change programs

Experience operating within a regulated financial services environment (banking, insurance, capital markets)

Prosci ADKAR, CCMP, or equivalent change management certification

Experience managing champion networks or practice communities as a structured change enablement mechanism

What's in it for you?
We thrive on the challenge to be our best, progressive thinking to keep growing, and working together to deliver trusted advice to help our clients thrive and communities prosper. We care about each other, reaching our potential, making a difference to our communities, and achieving success that is mutual.

A comprehensive Total Rewards Program including bonuses and flexible benefits, competitive compensation, commissions, and stock where applicable

Leaders who support your development through coaching and managing opportunities

Ability to make a difference and lasting impact

Work in a dynamic, collaborative, progressive, and high-performing team

Opportunities to do challenging work

#TechPj

Job Skills
Business Appraisals, Change Controls, Change Management, Change Programs, Change Readiness Assessment, Communication, Data Literacy, Dealing with Disorder, Human Resources Policies, Internal Controls, Interpersonal Relationship Management, Leading Change, Long Term Planning, Organizational Change Management, Organizational Changes, Overcoming Resistance to Change, Planning, Process Management, Software Development Life Cycle (SDLC)

Additional Job Details
Address
RBC WATERPARK PLACE, 88 QUEENS QUAY W:TORONTO

City
Toronto

Country
Canada

Work hours/week
37.5

Employment Type
Full time

Platform
TECHNOLOGY AND OPERATIONS

Job Type
Regular

Pay Type
Salaried

Posted Date
2026-07-09

Application Deadline
2026-08-31

Our Employment Opportunities
At RBC, we are guided by living shared values of Client First, Integrity, Collaboration, Respect and Excellence and winning together as One RBC. We believe an inclusive workplace that has diverse perspectives is core to our continued growth as one of the largest and most successful banks in the world. Maintaining a workplace where our employees feel supported to perform at their best, effectively collaborate, drive innovation, and grow professionally helps to bring our Purpose to life and create value for our clients and communities. RBC strives to deliver this through policies and programs intended to foster a workplace based on respect, belonging and prospect for all.

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📌 Lead Change Management Specialist (Ontario)
🏢 RBC
📍 Ontario