We anticipate the application window for this opening will close on - 5 Aug 2026

 

Careers that change lives start here. Medtronic is a global leader in healthcare technology with a Mission to alleviate pain, restore health, and extend life. Our 95,000 employees work across more than 150 countries to put patients first — developing innovative medical technologies that improve the lives of 72+ million patients each year. Your unique talents will help shape the future of healthcare while building a career grounded in purpose, growth, and impact.

A Day in the Life

As a Program Director in Enterprise Design & Transformation, you will partner with enterprise, business, and functional leaders to translate strategy into the organizational capabilities, operating models, workforce choices, and ways of working needed to deliver it. You will lead complex, cross-functional transformation engagements from problem definition and design through activation and value realization. Assignments may span business model transformation, operating model transformation, organizational integration and activation, and digital/AI-enabled workforce transformation. This role combines enterprise strategy, organization and work design, program leadership, and change execution to improve performance, speed, accountability, scalability, and customer value.

         

         

1. Enterprise Transformation Strategy & Advisory

• Serve as a trusted advisor to senior leaders, helping frame ambiguous business challenges, clarify the transformation ambition, and define the outcomes, design criteria, and roadmap required for success.

• Translate enterprise and business strategies into implications for capabilities, operating models, organization, workforce, governance, and ways of working.

• Conduct evidence-based diagnosis using business and workforce data, stakeholder insights, external benchmarks, and leading practices to identify root causes, opportunities, and design choices.

• Shape integrated recommendations that balance customer and business needs with scale, cost, risk, talent, and execution realities.

2. Business, Operating Model & Organization Design

• Support business model transformation by translating changes in customer needs, value propositions, routes to market, capabilities, and economics into operating model, organization, and execution requirements.

• Lead the design and evolution of operating models, including capabilities, accountabilities, structure, governance, decision rights, process ownership, cross-functional interfaces, and resource deployment.

• Guide macro- and micro-organization design, including role clarity, management layers and spans, team configuration, and the placement of shared versus embedded capabilities.

• Facilitate executive decisions, surface tradeoffs and interdependencies, and convert design choices into practical implementation and transition plans.

3. Digital/AI & Workforce Transformation

• Assess how digital technologies, AI, automation, and new delivery models change work, workflows, capacity, roles, skills, talent mix, and organizational capabilities.

• Partner with business, Digital/IT, Finance, HR, and workforce strategy leaders to redesign work and the workforce around the value technology can enable.

• Define the organizational, governance, capability-building, and adoption requirements needed to responsibly embed new technologies and sustain new ways of working.

• Identify and measure expected outcomes, including productivity, capacity creation, quality, speed, employee experience, and customer value.

4. Program Leadership & Transformation Activation

• Lead end-to-end transformation programs, establishing clear governance, workstreams, decision forums, milestones, dependencies, resource needs, risks, and escalation paths.

• Mobilize and coordinate multidisciplinary teams across business and functions, including internal experts and external partners, to deliver integrated outcomes.

• Develop and execute activation plans that address leader readiness, stakeholder engagement, communications, capability building, culture, team effectiveness, adoption, and sustainment.

• Adapt plans based on performance data and stakeholder feedback, and transition durable ownership to business and functional leaders.

5. Value Realization & Enterprise Capability

• Establish clear baselines, measures, and benefits for transformation initiatives, connecting organizational and workforce outcomes to business performance.

• Monitor execution, adoption, organization health, and value realization; identify emerging risks and recommend course corrections.

• Use data, analytics, and qualitative insights to evaluate effectiveness and improve transformation decisions over time.

• Codify lessons, methods, tools, and reusable practices that strengthen enterprise design and transformation capability across the organization.

Competencies

• Enterprise and Systems Thinking: Connects strategy, customers, capabilities, operating model, organization, workforce, technology, and economics to develop integrated solutions.

• Transformation Leadership: Creates clarity and momentum in complex, ambiguous environments and guides work from strategy through execution and sustainment.

• Design Expertise: Applies sound business, operating model, organization, work, and workforce design principles to practical enterprise challenges.

• Executive Influence and Facilitation: Builds trusted relationships, communicates clear recommendations, and facilitates high-stakes decisions and tradeoffs without relying on direct authority.

• Program Leadership and Execution: Structures and leads complex, cross-functional work with disciplined governance, prioritization, risk management, and follow-through.

• Business and Data Acumen: Uses financial, operational, customer, and workforce insights to inform decisions and connect transformation work to measurable value.

• Learning Agility and Collaboration: Adapts quickly, integrates diverse perspectives, and works effectively across functions, geographies, and levels of the organization.

Must Have: Minimum Requirements

• Bachelor's degree with 10+ years of experience in human resources, organization design/effectiveness, strategy, transformation, management consulting, business operations, or a related field including 7+ years of managerial experience (people or program management); or an advanced degree with 8+ years of experience in human resources, organization design/effectiveness, strategy, transformation, management consulting, business operations, or a related field including 7+ years of managerial experience (people or program management).

Nice to Have:

• Advanced degree in Business Administration, Organizational Development, Human Resources, Industrial/Organizational Psychology, Strategy, Engineering Management, or a related field.

• Proven experience leading complex, enterprise-scale transformation initiatives involving business or operating model change, organization/workforce design, digital/AI transformation, or comparable cross-functional change.

• Experience in management consulting, an internal enterprise transformation function, or a center of expertise supporting senior executive clients.

• Deep expertise in one or more of the following: business model transformation, operating model design, organization design, strategic workforce planning, process/work design, digital/AI workforce transformation, change activation, or benefits realization.

• Demonstrated ability to integrate strategy and design with practical implementation, adoption, and value realization.

• Strong financial and business acumen, including experience building business cases and defining measurable transformation outcomes.

• Experience working in a global, matrixed, and regulated environment; medical technology or healthcare experience is a plus.

• Relevant certifications in organization design, change management, program/project management, Agile, Lean, or related disciplines.

 

For Baccalaureate degrees earned outside of the United States, a degree that satisfies the requirements of 8 C.F.R. § 214.2(h)(4)(iii)(A) is required.

Physical Job Requirements

The above statements are intended to describe the general nature and level of work being performed by employees assigned to this position, but they are not an exhaustive list of all the required responsibilities and skills of this position. 

The physical demands described within the Responsibilities section of this job description are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. For Office Roles: While performing the duties of this job, the employee is regularly required to be independently mobile. The employee is also required to interact with a computer, and communicate with peers and co-workers. Contact your manager or local HR to understand the Work Conditions and Physical requirements that may be specific to each role.

U.S. Work Authorization & Sponsorship

At Medtronic, we are committed to fostering an environment where employees can thrive and make a meaningful impact. In alignment with our enterprise-wide workforce planning approach, U.S. work authorization sponsorship (H-1B, TN, J, etc.) is offered exclusively for Principal-level roles and above, where specialized expertise aligns with long-term business needs. Roles below the Principal level require candidates to possess unrestricted U.S. work authorization at the time of hire and for the duration of employment.

‌

Recruitment Fraud Alert

We are aware of phishing scams targeting job seekers. Please keep the following in mind: 

Apply only through official Medtronic channels. All legitimate Medtronic recruiting communications come from approved Medtronic platforms and official @medtronic.com email addresses. 

Medtronic will never ask for payment or sensitive personal information (such as bank account or Social Security details) during early stages of the hiring process. Any such requests are not legitimate. 

If you receive a suspicious message claiming to be from Medtronic, do not respond, click links, or open attachments. 

If you have any questions, concerns regarding the authenticity of a communication alleged to have been made by or on behalf of Medtronic, please contact us immediately at [email protected]. 

‌

Benefits & Compensation
 

Medtronic offers a competitive Salary and flexible Benefits Package
A commitment to our employees lives at the core of our values. We recognize their contributions. They share in the success they help to create.  We offer a wide range of benefits, resources, and competitive compensation plans designed to support you at every career and life stage.
 

Salary ranges for U.S (excl. PR) locations (USD):$180,800.00 - $271,200.00

 

This position is eligible for a short-term incentive called the Medtronic Incentive Plan (MIP).

This position is eligible for an annual long-term incentive plan.

The base salary range is applicable across the United States, excluding Puerto Rico and specific locations in California. The offered rate complies with federal and local regulations and may vary based on factors such as experience, certification/education, market conditions, and location. Compensation and benefits information pertains solely to candidates hired within the United States (local market compensation and benefits will apply for others).

The following benefits and additional compensation are available to those regular employees who work 20+ hours per week: Health, Dental and vision insurance, Health Savings Account, Healthcare Flexible Spending Account, Life insurance, Long-term disability leave, Dependent daycare spending account, Tuition assistance/reimbursement, and Simple Steps (global well-being program).

 

The following benefits and additional compensation are available to all regular employees: Incentive plans, 401(k) plan plus employer contribution and match, Short-term disability, Paid time off, Paid holidays, Employee Stock Purchase Plan, Employee Assistance Program, Non-qualified Retirement Plan Supplement (subject to IRS earning minimums), and Capital Accumulation Plan (available to Vice Presidents and above, or subject to IRS earning minimums).

 

Regular employees are those who are not temporary, such as interns.  Temporary employees are eligible for paid sick time, as required under applicable state law, and the Employee Stock Purchase Plan. Please note some of the above benefits may not apply to workers in Puerto Rico.

 

Further details are available at the link below:

Medtronic benefits and compensation plans

It is the policy of Medtronic to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, Medtronic will provide reasonable accommodations for qualified individuals with disabilities.

If you are applying to perform work for Medtronic, Inc. (“Medtronic”) in any position which will involve performing at least two (2) hours of work on average each week within the unincorporated areas of Los Angeles County, you can find here a list of all material job duties of the specific job position which Medtronic reasonably believes that criminal history may have a direct, adverse and negative relationship potentially resulting in the withdrawal of a conditional offer of employment. Medtronic will consider for employment qualified job applicants with arrest or conviction records in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.