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Program Director - BP06AE

We’re determined to make a difference and are proud to be an insurance company that goes well beyond coverages and policies. Working here means having every opportunity to achieve your goals – and to help others accomplish theirs, too. Join our team as we help shape the future.

he Director, Change Management for Priority Business (PB) drives successful change adoption and measurable business outcomes across The Hartford’s small‑ to mid‑sized employee benefits segment. This role partners closely with the Priority Business Leadership Team (PBLT) and cross‑functional stakeholders to design, communicate, and execute change initiatives aligned with PB strategy and operating model. The Director leads change management planning, stakeholder engagement, and communications in a highly matrixed environment to ensure change is understood, adopted, and sustained.

Key ResponsibilitiesChange Management Strategy & Execution

+ Develop and execute tailored change strategies for PB initiatives (e.g., dental & vision launch, THPB rollout, HR and benefits administration tech go‑to‑market plans).

+ Track and report change activities and readiness across PB value streams, providing actionable insights to Sponsors, Process & Execution Leads, and PBLT.

+ Define adoption goals and KPIs; identify high‑impact tactics to drive measurable outcomes such as platform usage, training completion, and stakeholder engagement.

+ Create and deliver change tools, playbooks, and training, embedding best‑practice frameworks (ADKAR, Prosci) to ensure consistent methodology adoption.

+ Surface and escalate adoption risks with mitigation recommendations; support employees and leaders with resources, coaching, and resistance management.

+ Build and expand champion networks to reinforce adoption and sustainment across PB.

Stakeholder Management in a Matrix Environment

+ Map and manage stakeholder relationships across PB (PBLT, Product Owners, Enablement, Operations, SRM, Product/Underwriting, Legal/Compliance, Data/Analytics, and external partners).

+ Lead stakeholder engagement routines—such as feedback sessions, readiness checks, and office hours—to assess preparedness and drive alignment for major initiatives.

+ Clarify roles, responsibilities, and decision rights (e.g., RAPID) to ensure coordinated execution and leadership support.

+ Partner with PB Central Office, Strategy & Growth, and Marketing to create compelling narratives that highlight WIIFM, benefits, and success stories.

+ Ensure communications and engagement activities meet measurable goals (open rates, attendance, feedback scores).

Program-Specific Responsibilities & Deliverables

+ Product Launches: Lead end‑to‑end change planning and execution, including impact assessment, communications, training, readiness, and adoption measurement.

+ THPB Rollout: Collaborate with THPB change leaders on adoption campaigns and cross‑functional training; track key success metrics (quote‑to‑bind, cycle time, digital usage).

+ Partner Connection GTM: Coordinate PB change efforts for HR and benefits administration tech integrations (e.g., quote APIs, ADP, EE Navigator); align GTM messaging and field readiness.

+ Renewals & Enrollment Enhancements: Support changes to digital EOI and enrollment capabilities; partner across Operations and Product to ensure a smooth customer and field experience.

Communications & Change Adoption

+ Lead internal and external communications for PB change initiatives, ensuring clarity, consistency, and alignment with PB vision and milestones.

+ Champion GenAI and digital adoption to enable technology‑driven transformation and continuous improvement.

+ Gather stakeholder feedback, evaluate change effectiveness, and publish insights and action plans for continuous improvement.

Qualifications & Key Competencies

+ Minimum 5 years of change management experience in the employee benefits space, with strong business acumen and a track record leading transformation or organizational development in a matrixed environment.

+ Exceptional communication, influence, and coaching skills, including the ability to craft compelling narratives that inspire engagement and drive change.

+ Hands‑on experience with change frameworks (e.g., ADKAR, Prosci, Kotter) preferred.

+ Highly adaptable, comfortable with ambiguity, and committed to continuous improvement and innovation; exhibits high EQI/TQI and a people‑centric, data‑driven approach.

+ Deep understanding of the intersection of people, process, data, and technology, with experience driving technology‑ and process‑enabled transformation projects.

+ Demonstrated adaptability, agility, and responsiveness to evolving business needs; able to partner with leadership and training teams to build tools that support change adoption.

+ Strong collaboration and negotiation abilities, with proven success managing multiple stakeholders and building trust across complex organizations.

+ Strong execution discipline with experience managing complex projects, priorities, and deadlines.

+ College degree preferred.

+ Able and willing to travel up to ~15% of the time if based in Hartford, and up to ~25% of the time if based elsewhere.

Work Arrangement

This role can be hybrid or remote. For candidates near our Hartford, CT Home Office, in-office presence is expected Tuesday–Thursday. Remote candidates within the United States will be required to travel to the office as business needs arise.

Compensation

The listed annualized base pay range is primarily based on analysis of similar positions in the external market. Actual base pay could vary and may be above or below the listed range based on factors including but not limited to performance, proficiency and demonstration of competencies required for the role. The base pay is just one component of The Hartford’s total compensation package for employees. Other rewards may include short-term or annual bonuses, long-term incentives, and on-the-spot recognition. The annualized base pay range for this role is:

$134,800 - $202,200

Equal Opportunity Employer/Sex/Race/Color/Veterans/Disability/Sexual Orientation/Gender Identity or Expression/Religion/Age

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Showing up for people isn’t just what we do. It’s who we are – and have been for more than 200 years. We’re devoted to finding innovative ways to serve our customers, communities and employees—continually asking ourselves what more we can do.

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That we can rise to the challenge of these questions is due in no small part to our company values that our employees have shaped and defined.

And while how we contribute looks different for each of us, it’s these values that drive all of us to do more and to do better every day.

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