AI Transformation Manager

Job description

Founded in 1977 as the Senior Care Action Network, SCAN began with a simple but radical idea: that older adults deserve to stay healthy and independent. That belief was championed by a group of community activists we still honor today as the “12 Angry Seniors.” Their mission continues to guide everything we do. Today, SCAN is a nonprofit health organization serving more than 500,000 people across Arizona, California, Nevada, New Mexico, Texas, and Washington, with over $8 billion in annual revenue. With nearly five decades of experience, we have built a distinctive, values-driven platform dedicated to improving care for older adults. Our work spans Medicare Advantage, fully integrated care models, primary care, care for the most medically and socially complex populations, and next-generation care delivery models. Across all of this, we are united by a shared commitment: combining compassion with discipline, innovation with stewardship, and growth with integrity. At SCAN, we believe scale should strengthen—not dilute—our mission. We are building the future of care for older adults, grounded in purpose, accountability, and respect for the people and communities we serve. The Job: We’re looking for transformation leaders who can bridge business strategy, workforce change, and technology delivery to help SCAN redesign how work gets done. As an AI Transformation Manager, you will partner with department leaders to identify high-value opportunities, redesign workflows, align operating models and roles, and ensure that technology-enabled change is adopted successfully by the people doing the work. This role is not a pure engineering role. It functions as the connective tissue between business owners, technology teams, Learning & Development, Talent, HR partners, product teams, and governance stakeholders. You will help translate strategic goals into practical transformation plans that include process design, capability building, job architecture implications, adoption plans, metrics, and sustained behavior change. One engagement might focus on redesigning a department’s intake process, while another might define new skills and role expectations for teams adopting AI-enabled workflows. The next could support a major technology implementation by ensuring the business is ready, trained, measured, and accountable for new ways of working. You’ll partner closely with business leaders, technology teams, Learning & Development, Talent, People & Culture, compliance, and operational teams to turn ambiguity into department-level change that lasts. Essential Job Functions: Business Partnership & Transformation Discovery Partner with department leaders to understand strategic priorities, operating challenges, workflow pain points, and measurable business outcomes. Lead discovery activities including stakeholder interviews, workflow observation, process mapping, opportunity sizing, and readiness assessment. Translate ambiguous business needs into transformation opportunities, success metrics, adoption requirements, and cross-functional delivery plans. Build trusted relationships with business leaders and serve as a strategic partner for department-level technology-enabled change. Workflow Redesign & Operating Model Change Facilitate redesign of business processes, roles, handoffs, controls, and decision rights to enable successful adoption of AI, automation, analytics, and other technology-enabled capabilities. Define current-state and future-state workflows, including what should be automated, augmented, stopped, standardized, elevated, or retained by human teams. Partner with product, engineering, architecture, data, and platform teams to ensure solutions fit the real operational environment and business adoption needs. Develop transformation roadmaps that sequence pilots, rollout waves, dependencies, stakeholder engagement, training, communications, and measurement. Learning, Talent & Change Enablement Partner with Learning & Development to define role-based training, practical enablement, coaching, and reinforcement plans that help employees adopt new tools and ways of working. Partner with Talent and People & Culture to identify job description, role architecture, skill, proficiency, and career path implications of technology-enabled transformation. Create practical change assets such as stakeholder maps, manager talking points, adoption playbooks, workflow guides, training outlines, and feedback loops. Help leaders build confidence, alignment, and accountability for sustained behavior change rather than one-time tool deployment. Business Outcomes, Adoption & Continuous Improvement Define measurable success metrics for transformation initiatives, including operational outcomes, adoption, employee experience, quality, cycle time, cost, risk, and value realization. Monitor adoption and impact after launch, using data and stakeholder feedback to identify barriers, optimize workflows, and reinforce new behaviors. Identify additional opportunities for automation, augmentation, skill development, and process simplification through ongoing engagement with business partners. Create reusable playbooks, templates, and lessons learned that make future department-level transformations faster and more consistent. Responsible AI, Governance & Risk Partnership Partner with compliance, privacy, legal, security, governance, and operational leaders to ensure transformation initiatives include appropriate controls, escalation paths, and human oversight. Document risks, assumptions, operational impacts, role impacts, training needs, and decision rights for technology-enabled workflows. Ensure responsible AI and technology adoption practices are embedded into rollout planning, communications, and ongoing measurement. Support governance routines that clarify ownership, reduce duplication, and keep transformation efforts aligned to enterprise priorities. Your Qualifications: Bachelor's Degree or equivalent experience in Computer science, Engineering, or a related field required Ability to bridge business strategy, operational realities, technology capabilities, and workforce change into practical transformation plans. Strong facilitation skills for executive alignment, frontline discovery, workflow mapping, future-state design, and cross-functional decision-making. Experience redesigning workflows, roles, handoffs, controls, governance routines, and adoption mechanisms for technology-enabled change. Working knowledge of AI, automation, analytics, enterprise systems, and digital tools sufficient to translate between technical teams and business stakeholders. Ability to partner with Learning & Development, Talent, HR, and business leaders to define skills, training, job implications, and career path impacts. Strong communication and storytelling skills, with ability to create executive-ready materials, manager talking points, playbooks, and adoption communications. Ability to define adoption metrics, business outcomes, feedback loops, and continuous improvement routines that sustain transformation after launch. Demonstrates curiosity, initiative, adaptability, and comfort operating in ambiguous, fast-changing environments. Leadership - Skilled at influencing without authority, aligning stakeholders, and enabling leaders and teams through change Business Insight - In-depth understanding of how work, talent, technology, and operating models connect to business outcomes Problem Solving - Strong ability to structure ambiguous problems, diagnose root causes, and design practical solutions Strategic Mindset - Connects transformation work to enterprise priorities, measurable value, and sustainable operating model change Change Leadership - Builds readiness, trust, adoption, and accountability for new ways of working Preferred Certifications or Licenses: Prosci Change Management Certification, Certified Change Management Professional (CCMP), or equivalent change management credential. Relevant certifications in project/program management, agile delivery, product management, process improvement, Lean Six Sigma, human-centered design, or service design are beneficial. Certifications or practical training in AI literacy, responsible AI, data governance, healthcare operations, or workforce transformation are advantageous. Experience Preferred: Extensive experience (6+ years) leading business transformation, technology-enabled change, operating model redesign, workflow redesign, product/program delivery, organizational effectiveness, or enterprise change initiatives. Demonstrated experience leading significant department-level change involving new technology, AI, automation, analytics, digital tools, or enterprise systems. Proven ability to bridge business and technical teams, translating operational needs into solution requirements, adoption plans, training needs, job implications, and measurable outcomes. Experience partnering with Learning & Development, Talent, HR, or People & Culture teams on role-based learning, capability development, job descriptions, skills frameworks, job architecture, or career pathing. Experience facilitating executive and frontline stakeholder workshops, workflow decomposition sessions, future-state design sessions, and adoption planning. Strong track record defining KPIs, adoption metrics, value hypotheses, feedback loops, and continuous improvement plans for transformation initiatives. Healthcare, regulated industry, operations, member experience, clinical operations, or payer experience is highly valued. What's in it for you? Base Salary Range: $106,200 to $182,983 annually An annual employee bonus program Robust Wellness Program Generous paid-time-off (PTO) 11 paid holidays per year, 1 floating holiday, birthday off, and 2 volunteer days Excellent 401(k) Retirement Saving Plan with employer match Robust employee recognition program Tuition reimbursement An opportunity to become part of a team that makes a difference to our members and our community every day! We're always looking for talented people to join our team! Qualified applicants are encouraged to apply now! At SCAN we believe that it is our business to improve the state of our world. Each of us has a responsibility to drive Equality in our communities and workplaces. We are committed to creating a workforce that reflects our community through inclusive programs and initiatives such as equal pay, employee resource groups, inclusive benefits, and more. SCAN is proud to be an Equal Employment Opportunity and Affirmative Action workplace. Individuals seeking employment will receive consideration for employment without regard to race, color, national origin, religion, age, sex (including pregnancy, childbirth or related medical conditions), sexual orientation, gender perception or identity, age, marital status, disability, protected veteran status or any other status protected by law. A background check is required. #LI-JB1 #LI-Hybrid Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)