Senior Director, Transformation Consultant

Overview

The Senior Director of Consulting has expert knowledge of guiding large-scale transformations. They will be responsible for overseeing multiple highly complex, ambiguous projects simultaneously. Responsible for collaboratively creating strategic solutions, roadmaps, and organizational assessments, the Senior Director will facilitate and influence C-level executive stakeholder alignment. The Senior Director will oversee the creation, implementation, and ongoing management of a comprehensive function to manage large-scale transformation of Dana-Farber’s proposed new hospital and clinical collaboration.

In addition to project work and overall team management, the Senior Director provides internal consulting tools, structure, and mentorship both within and outside of the department and is responsible for ensuring that the work of the planning team is well coordinated with other groups across the Institute and across clinical partners. The Senior Director is responsible for the management and development of up to 6 Planning and Consulting team members. They will oversee the management of the planning coordination with BI as well as provide expert, consulting-focused leadership to the Planning and Consulting group and broader Institute.

Located in Boston and the surrounding communities, Dana-Farber Cancer Institute is a leader in life changing breakthroughs in cancer research and patient care. We are united in our mission of conquering cancer, HIV/AIDS, and related diseases. We strive to create an inclusive, diverse, and equitable environment where we provide compassionate and comprehensive care to patients of all backgrounds, and design programs to promote public health particularly among high-risk and underserved populations. We conduct groundbreaking research that advances treatment, we educate tomorrow's physician/researchers, and we work with amazing partners, including other Harvard Medical School-affiliated hospitals.

• Overall: Drives and manages large-scale organizational change. Oversees multiple Institute-wide, highly complex, ambiguous project simultaneously. Proactively identifies opportunities for Institute-wide internal consulting engagements. Implements expertise with managing complex transformation projects. Oversees the identification of value creation opportunities and implements planning structures to realize value. Provides intellectual and thought leadership to the team and organization.
• Hypothesis-Driven Approach to Planning: Leads teams in using a structured, hypothesis-driven approach to problem solving using analytical tools and frameworks to develop solutions to complex business challenges. Oversees and directs analysis, research and projections for complex negotiations and strategic decisions; develops systems to organize and analyze data. Develops business cases for strategic programs and initiatives. Oversees ad hoc research and due diligence relating to new projects and initiatives; translates business and competitive intelligence research back into projects. Articulates recommendations or options to support a definitive decision.
• Transformation & Execution: Oversees the creation, tracking, and execution of project roadmaps that align with project vision and goals. Responsible for implementing and overseeing a project management office focus including program management, tools and methodologies, roadmap development and management, risk mitigation, reporting, interdependency management, resource management, strategic communications, impact creation plan management, financial management, change management, and governance and stakeholder management. Provide insight and advice on how to manage large-scale transformation, and integrate new processes or technologies. Develop the strategy for implementation of transformational changes, including aspects like process optimization, organizational design and innovation. Oversees monitoring and support through the transformation process, helping organizations track progress and adjust as necessary. Works with cross-functional teams to understand the impact of changes on different departments and ensure that transformation goals are aligned across the organization. Allocates work to appropriate teams and departments; holds members accountable for follow up; maintains relationships with stakeholders and keeps them up to date on project status. Oversees joint planning efforts with anticipated new clinical partners. Identifies and highlights likely business and financial impacts associated with program planning or expansion, as well as required implementation support key dependencies, issues, and risks to serve as input to prioritization and planning process. Oversees the planning the execution of executive leadership meetings and retreats as needed to effectively advance the work.
• Stakeholder Management: Independently interacts with C-level internal and external stakeholders to influence & implement strategic business decisions. Develops and maintains trust-based relationships with C-level internal and external stakeholders that prioritizes transparent and consistent communication. Builds and maintains consensus with stakeholders on project goals, critical issues, workplan, implications, recommendations, and implementation plan. Develop and secure stakeholder commitment to recommendations and implement plans.
• Consulting Infrastructure: Develops consulting frameworks and approaches that can be leveraged across engagements and fit to purpose to accelerate speed to insights and results. Develops and defines project infrastructure (work plans, timelines, resources, milestones, KPIs, etc.); anticipates, identifies, manages and resolves risks to project status, milestones, timelines; develops and presents updates/metric reports to leadership. Leads the creation of expectations for teamwork products based on consulting best practices.
• People Leadership: Build and develop the project team to ensure maximum performance, by providing purpose, direction, and motivation.
• Supervises Staff: Supervises up to 6 Planning and Consulting team members. Hires, mentors, and advises, assigns, and evaluates work, reviews performance formally at least annually, recommends promotion and salary adjustments and takes corrective action. Allocates managers’ time appropriately between projects and negotiates with stakeholders when priorities need to be shifted. Directs individuals and teams in organizing work, setting priorities and timelines, and determining and obtaining the resources required to meet those priorities. Mentors others to refine skills in communicating effectively, influencing stakeholders, facilitation, negotiation, project management and business development skills, as well as overall career development. Provides guidance to others on specific strategies to identify stakeholder needs and expectations and address them effectively. Provides professional development opportunities for Planning Managers and other Department staff. Develops standardized tools and templates, dashboards, and engagement letters to ensure effective project execution and optimal communication.

At Dana-Farber Cancer Institute, we work every day to create an innovative, caring, and inclusive environment where every patient, family, and staff member feels they belong. As relentless as we are in our mission to reduce the burden of cancer for all, we are committed to having faculty and staff who offer multifaceted experiences. Cancer knows no boundaries and when it comes to hiring the most dedicated and compassionate professionals, neither do we. If working in this kind of organization inspires you, we encourage you to apply.

Dana-Farber Cancer Institute is an equal opportunity employer and affirms the right of every qualified applicant to receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, national origin, sexual orientation, genetic information, disability, age, ancestry, military service, protected veteran status, or other characteristics protected by law.

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Pay Transparency Statement

The hiring range is based on market pay structures, with individual salaries determined by factors such as business needs, market conditions, internal equity, and based on the candidate’s relevant experience, skills and qualifications.

For union positions, the pay range is determined by the Collective Bargaining Agreement (CBA).

$238,300.00 - $266,900.00