Senior Manager, HR Enablement

CVS Health • Woonsocket, RI

3d

About The Position

We’re building a world of health around every individual — shaping a more connected, convenient and compassionate health experience. At CVS Health®, you’ll be surrounded by passionate colleagues who care deeply, innovate with purpose, hold ourselves accountable and prioritize safety and quality in everything we do. Join us and be part of something bigger – helping to simplify health care one person, one family and one community at a time. Position Summary The HR Enablement Lead serves as the strategic orchestrator for defined HR initiatives, facilitating the intake, evaluation, prioritization, and sequencing of enterprise HR work. This role ensures that signature moves and big‑rock initiatives advance effectively, while business as usual and enhancements follow existing channels. The HR Enablement Lead improves clarity, alignment, and execution across HR by mapping processes, assessing colleague experience impacts, preparing the organization for change, and supporting initiative launches and value realization. This role does not manage technology delivery or product roadmaps, but instead creates the structure and governance that help HR deliver work efficiently and consistently.

Requirements

• 7+ years of experience in HR, HR Strategy, HR Operations, or process‑focused roles.
• Strong skills in process mapping, problem solving, and simplifying complex workflows.
• Experience facilitating cross‑functional discussions and driving alignment.
• Ability to build concise, executive‑ready materials and communicate clearly.
• Demonstrated ability to assess colleague experience impacts and support change adoption.

Nice To Haves

• Prior experience with HR technologies such as Workday or ServiceNow.
• Background in portfolio governance, intake management, program management, or operational excellence.
• Experience with organizational change management methodologies.
• Certifications in HR, Lean/Six Sigma, project management, or change management.

Responsibilities

• Intake, Prioritization & Sequencing Facilitate and manage the enterprise intake process for HR initiatives that impact colleague experience. Evaluate requests using criteria such as enterprise value, strategic alignment, experience impact, risk, and effort. Facilitate decision‑making with HR leadership to prioritize signature HR initiatives. Maintain transparency through clear intake documentation, decision logs, and sequencing updates. Identify duplicative or overlapping work and partner with COEs or DDaT to align ownership.
• Process Mapping & Experience Understanding Conduct process mapping to clarify current‑state workflows, pain points, and handoffs. Identify opportunities to simplify or standardize HR processes to improve colleague and HR teammate experiences. Assess the colleague impact of proposed initiatives and inform prioritization and change readiness. Translate complex processes into consumable visuals and summaries for decision‑making.
• Launch Support & Value Tracking Develop and deliver launch materials, including communications, reference guides, and change‑readiness content. Partner with initiative owners to define success measures and track value realization post‑launch. Support change adoption across HR by providing clear guidance and consistent messaging. Monitor and report early indicators of success, challenges, and needed adjustments.
• Cross‑Functional Alignment & Governance Serve as an integrator across HR COEs, DDaT, HRBPs, HR Operations, and other partners. Clarify roles and handoffs to eliminate confusion and reduce rework. Facilitate structured governance routines to ensure ongoing alignment on priority work. Provide consistent, executive‑ready updates, summaries, and insights.
• Strategic Enablement Identify trends across HR submissions to surface areas where standardization or redesign may be needed. Recommend ways to optimize the HR operating model by improving clarity, decision pathways, and workflows. Act as a connector between HR teams to ensure work moves efficiently from idea → evaluation → sequencing → launch.

Benefits

• Affordable medical plan options, a 401(k) plan (including matching company contributions), and an employee stock purchase plan.
• No-cost programs for all colleagues including wellness screenings, tobacco cessation and weight management programs, confidential counseling and financial coaching.
• Benefit solutions that address the different needs and preferences of our colleagues including paid time off, flexible work schedules, family leave, dependent care resources, colleague assistance programs, tuition assistance, retiree medical access and many other benefits depending on eligibility.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 5,001-10,000 employees