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ED, Head US New Capabilities and Adoption - Remote

June 18, 2026

<div>Job Description Summary This position can be based remotely anywhere in the U.S. Please note that this role would not provide relocation as a result. The expectation of working hours and travel (domestic and/or international) will be defined by the Hiring Manager. Job Description Reporting into the Chief Strategy, Platforms & Transformation Officer, this role is accountable for leading the enterprise capability engine for US Commercial by building scalable capability systems that make transformation and AI adoption possible. The Head of New Capabilities & Adoption is responsible for building and scaling the enterprise capabilities that enable the US Commercial organization to successfully adopt AI, platforms and transformation initiatives at speed and at scale. This role serves as the primary architect of US wide capability building and adoption infrastructure, ensuring that teams across the enterprise are equipped with the tools, skills, and environments needed to translate AI & transformation into sustained business impact. The role leads the New Capabilities & Adoption function, one of the five core pillars of SPT, with responsibility for reusable, scalable capabilities that enable decentralized execution across the business, grounded in a strong understanding of the US pharma commercial domain and focused on improving effectiveness and delivering measurable value. Leads the New Capabilities & Adoption function, driving scalable, reusable capabilities that enable decentralized execution across US Commercial and deliver measurable business value. Key Responsibilities <ul><li>AI & Self-Service Ecosystem Partner with DDIT to design and scale a self-service AI environment, enabling teams to build and deploy AI solutions within enterprise guardrails and drive adoption across workflows.</li><li>Capability Building & Workforce Transformation Lead US Commercial upskilling strategy, including programs (e.g., RAI, TORCH), to build a future-ready workforce with strong AI, digital, and transformation capabilities.</li><li>Scaled Project Management Capability Establish standardized PM frameworks, tools, and self-service toolkits to enable consistent, scalable delivery across the organization.</li><li>Change Enablement at Scale Partner with P&O to scale change methodologies, toolkits, and adoption frameworks, ensuring sustained behavioral change and value realization.</li></ul> Leadership Expectations <ul><li>Build and lead a high-performing enterprise capability team</li><li>Drive a culture of self-service, empowerment, and scalable adoption</li><li>Act as a bridge between global capability design and US Commercial execution</li><li>Partner across US LT, P&O, DDIT, and functional leaders to align capabilities with business priorities</li><li>Ensure alignment with governance, Responsible AI, and enterprise standards</li></ul> Essential Requirements: <ul><li>A minimum of a Bachelor's degree in business, organizational development, learning, healthcare, digital, or related field. Preferred: Advanced degree (MBA, MS, or equivalent)</li><li>12+ years leading enterprise capability building, learning strategy, transformation enablement, or workforce capability programs in a large, matrixed, regulated environment.</li><li>Demonstrated success building large-scale capability ecosystems tied to business outcomes</li><li>Strong experience partnering with senior business leaders, P&O, digital/technology teams, and enterprise CoEs to diagnose capability gaps and implement scalable solutions</li><li>Experience with AI fluency, digital transformation capability-building, leadership development, and change/program management enablement is strongly preferred</li><li>Strong understanding of the US pharma commercial domain, including how commercial functions operate in a highly regulated environment, with demonstrated ability to scale capabilities that improve organizational effectiveness and deliver measurable business value</li><li>Strategic thought partner who can connect enterprise priorities to capability interventions and operating realities</li><li>Builder who can create new capabilities</li><li>Enterprise influencer who works horizontally across business, tech, and people functions leading without authority</li><li>Outcome-focused operator who measures business impact</li></ul> The salary for this position is expected to range between $204,400.00 and $379,600.00 annual per year. The final salary offered is determined based on factors like, but not limited to, relevant skills and experience, and upon joining Novartis will be reviewed periodically. Novartis may change the published salary range based on company and market factors. Your compensation will include a performance-based cash incentive and, depending on the level of the role, eligibility to be considered for annual equity awards. US-based eligible employees will receive a comprehensive benefits package that includes health, life and disability benefits, a 401(k) with company contribution and match, and a variety of other benefits. In addition, employees are eligible for a generous time off package including vacation, personal days, holidays and other leaves. Salary Range $204,400.00 - $379,600.00 Skills Desired Customer Requirements, Customer Service, E-Learning, Leadership, Relationship Building, Retail Loss Prevention, Sales, Selling Skills</div>

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...