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. 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?

1. 1. 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

2. 2. 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 perks, no unsubstantiated hours

3. 3. 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

4. 4. 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

5. 5. 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 Phase2 (Readiness Gating & CM Hardening) and Phase3 (Broader Enterprise Deployment)

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

Manage Phase2 gate conditions: tools production ready, process shared across lines of business, Phase1 Cohort identified, Scale‑up Playbook approved

Lead Phase3 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

- Strong 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 repre

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