Change Enablement Partner

Job Description

Why Join the Agilent Global Talent Management Center of Excellence

Agilent's Global Talent Management Center of Excellence is our talent innovation engine. We are committed to fueling business growth through smart, data-powered talent strategies and solutions that build future-ready capabilities, strengthen leadership pipelines, boost performance, and foster continuous development.

As a key member of our team, you will shape and deliver enterprise‑critical people change-ensuring that Agilent's leaders, managers, and employees are equipped to operate differently as the business evolves. Your work will directly influence how strategy is translated into capability, behavior, and culture at scale, helping Agilent remain a place where talent thrives and extraordinary careers are built.

If you are motivated by embedding change where the work happens, this role offers the opportunity to operate with impact in the Global Talent Management COE.

Position summary

The Change Enablement Partner is accountable for supporting the global implementation and embedding of the people side of significant organizational change as assigned or requested by business sponsors, operating across regions and functions to enable global consistency with local relevance. This newly created role ensures that large‑scale initiatives-such as culture change, workforce transformation, and people transformation initiatives-are fully adopted, behaviorally embedded, and sustained over time.

This role is global hands‑on and outcome‑driven. It is not a program governance or change education role. The Change Enablement Partner works directly with executives, senior leaders, and impacted employee populations to shift mindsets, build capability, and hardwire new ways of working into everyday leadership and management practice. The role requires flexibility to work effectively in a dynamic team, across time zones and diverse cultural contexts, and strong cultural intelligence to tailor change approaches while maintaining a coherent global standard.

Success is defined by observable behavior change, manager ownership, and sustained adoption.

Key responsibilities

• Lead change management for major organizational people transformations, including:

  • Operating model and organizational design change.

  • Workforce and capability transformation.

  • Culture and ways‑of‑working shifts.

• Develop and execute talent-focused change strategies and plans.

• Own impact assessments, readiness diagnostics, and stakeholder mapping.

• Partner with:

  • HR leadership, HRBPs, HR Talent Management colleagues.

  • Executive sponsors.

  • Transformation, Strategy, Communication and Program teams.

• Design and deliver communication, engagement, and leader enablement plans.

• Coach senior leaders and managers to act as effective change sponsors.

• Track adoption, engagement, and behavioral change using defined metrics.

• Identify resistance and implement targeted interventions to ensure successful implementation.

Qualifications

• Bachelor's or Master's degree in Business Administration, Psychology, HR, Engineering or related field.

• Typically, at least 10+ years relevant experience for entry to this level.

• Proven experience leading large‑scale organizational change.

• Background in HR, People Transformation, OD, or Enterprise Change.

• Strong senior‑leader influencing capability.

• Experience applying structured change methodologies (e.g. Prosci / ADKAR).

• Demonstrated success embedding change, not just delivering plans.

Core Competencies:

• Enterprise Systems Thinking - connects business strategy, talent systems, leadership behavior, and culture into a coherent change approach that delivers measurable outcomes.

• Change Ownership & Adoption Discipline - designs for adoption first establishes reinforcement loops that ensure change is sustained long after formal implementation.

• Behavioral Insight & Intervention Design - diagnoses what truly drives or blocks behavior change and applies targeted, practical interventions, not generic solutions.

• Senior Stakeholder Influence - operates with credibility and confidence at executive level influences without authority and navigates complexity with judgement.

• Global Agility & Cultural Intelligence - adapts change approach across regions, time zones, and cultures balances global consistency with local relevance to drive adoption.