Among business operations specialists, all other, AI is already used for some of the tasks. Measured exposure for business operations specialists, all other: 18% (some).

Share of this job’s tasks that AI is already used for at work, from real usage. It is not a forecast of job loss, and a low number means no use seen yet. Source: Anthropic Economic Index.

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Phillips 66 has filed 3 layoff notices in the last twelve months, covering 13 workers, most recently October 2026. These are public filings with state labor departments, and an open role can sit alongside them. See the filings

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About the job

Phillips 66 & YOU - Together we can fuel the future

The Sr Manager, Digital Change Enablement leads enterprise digital change and work redesign strategies that enable the organization to realize sustained value from digital, AI, and innovation investments.

This role serves as a senior change advisor to executive leaders, program sponsors, and cross-functional stakeholders. It helps the organization plan for working differently by connecting strategy, operating-model evolution, human and AI capabilities, workforce transitions, employee experience, responsible adoption, and measurable value. The role moves beyond deploying technology to help redesign roles, workflows, decision rights, learning pathways, and career mobility so people and intelligent tools can work together effectively, safely, and inclusively.

What You’ll Do

Lead integrated change and work redesign strategies for complex, enterprise-scale initiatives and portfolios, including stakeholder engagement, impact assessment, readiness, communications, learning, reinforcement, adoption, and value realization.

Serve as a senior trusted advisor to executive leaders, business sponsors, and senior stakeholders by providing expert guidance on change strategy, organizational impacts, workforce implications, adoption risks, stakeholder alignment, readiness, and enterprise priorities.

Plan for working differently by anticipating how AI, automation, digital platforms, new collaboration models, and evolving workforce expectations may change work; distinguish where work should be automated, augmented, or remain human-led.

Shape future-state ways of working by connecting business objectives, operating-model changes, technology enablement, role and workflow redesign, decision rights, workforce skills, and measurable outcomes.

Guide workforce transition planning, including skills and capability assessments, upskilling and reskilling pathways, internal mobility, redeployment, and support for employees whose work is materially changing.

Establish and advance change management standards, governance, tools, templates, and responsible AI adoption practices that improve consistency, scalability, trust, and effectiveness across programs and functions.

Develop and guide executive and leader communications that create clarity, build commitment, explain what is changing, address uncertainty, and equip leaders with consistent messages, FAQs, talking points, and actions.

Direct adaptive learning and enablement strategies, including AI fluency, role-based learning, in-workflow support, playbooks, job aids, leader toolkits, peer learning, and other resources for diverse and geographically dispersed audiences.

Lead change enablement through go-live and hypercare, ensuring users are ready, trained, and supported at launch and feeding adoption insights, issues, and improvement opportunities back to delivery teams.

Build change strategies, stakeholder maps, and persona-tailored communications that clearly articulate benefits, address concerns, and equip leaders and users with relevant talking points.

Own and maintain the AI Value Pools intranet and Teams sites, including FAQs, recordings, announcements, training resources, and other adoption content.

Develop role-based training, AI literacy content, user guides, job aids, and in-workflow resources that help employees apply new capabilities in their day-to-day work.

Run readiness assessments before each release, identify gaps and dependencies, and escalate adoption, training, communications, support, and other delivery risks.

Plan site rollouts with go-live checklists, super user networks, hypercare plans, support models, and clear escalation paths.

Track and report usage, training completion, readiness, sentiment, super user engagement, and other adoption indicators; translate findings into actions for delivery teams and sponsors.

Facilitate executive workshops, stakeholder forums, and working sessions to co-design future-state work, surface impacts and resistance points, address trust and adoption barriers, resolve readiness risks, and drive practical actions.

Define success measures and value realization indicators across adoption, proficiency, usage, trust, employee experience, capacity, skills development, internal mobility, business outcomes, and emerging risks; provide data-driven recommendations to senior leadership.

Build continuous sensing and feedback loops using employee insights, network data, adoption analytics, and other organizational data to refine change approaches and improve the experience of working differently over time.

Coach and advise change practitioners, project teams, and business partners to build change leadership capability and strengthen the organization’s ability to absorb, scale, and sustain transformation.

Recommend and implement process improvements that enhance efficiency, effectiveness, and user experience by applying human-centered design, service design, experimentation, and responsible use of AI-enabled tools.

What You’ll Bring – Required

Legally authorized to work in the job posting country

Bachelor’s degree

10 or more years of experience leading organizational change management, communications, adoption, enablement, workforce transformation, or business transformation initiatives, including technology-related programs

2 or more years of experience shaping and leading change or work redesign strategies for enterprise-scale, cross-functional initiatives involving complex stakeholder groups and significant organizational impacts

2 or more years of experience influencing top-level leaders and senior stakeholders, building alignment across functions, and navigating competing priorities and ambiguity in complex environments

2 or more years of strong strategic thinking, facilitation, communication, stakeholder management, project leadership, consulting, analytical, and systems-thinking skills experience

2 or more years of experience in AI-enabled work and the ability to assess where automation, augmentation, human judgment, and human connection should be designed together

3 or more years of experience coaching others and building scalable change management capabilities, practices, operating models, or communities of practice

What Makes You Stand Out – Preferred

Master’s degree or advanced education in organizational development, business, communications, human resources, workforce planning, or a related discipline

Professional certification in organizational development, project management, change management, human-centered design, or a related discipline

Experience working in Oil & Gas organizations or managing change for frontline workers

Experience working in large, complex organizations with multiple stakeholder groups, enterprise portfolios, and significant change impacts

Experience designing or maturing an enterprise change management framework, governance model, center of excellence, community of practice, or future-of-work capability

Experience with strategic workforce planning, skills-based talent practices, job or role architecture, career mobility, internal talent marketplaces, or workforce transition programs

Experience supporting responsible AI adoption, including governance, risk, privacy, ethics, transparency, human oversight, and employee trust

Ability to collect, interpret, and present data-driven recommendations, including using AI and other technology tools to support analysis, communications, learning, adoption, change sensing, and value realization efforts

Compensation Range

This position has a base salary range of $ 180,900 – $221,100 .

At Phillips 66, we are committed to pay transparency and competitive, equitable compensation. Each role is assigned a salary grade with a defined pay range, benchmarked against industry peers. Where a candidate offer falls within the posted range depends on the candidate's experience, skills, and alignment with the role’s requirements. Offers are made to ensure internal equity and market competitiveness. Our compensation programs are designed to reward performance and support career growth.

Total Rewards

At Phillips 66, providing access to high quality programs and care for you and your family is important to us. Maintaining a culture of well-being — physical, emotional, social, and financial — is essential for a high-performing organization. When we are at our best, we are poised to deliver exceptional results — personally and professionally. Benefits for certain eligible, full-time employees include:

Annual Variable Cash Incentive Program (VCIP) bonus

8% 401k company match

Cash Balance Account pension

Medical, Dental, and Vision benefits with an annual company contribution to a Health Savings Account for employees on HDHP

Total well-being programs and incentives, including Employee Assistance Plan, well-being reimbursement, and backup family care services

Learn more about Phillips 66 Total Rewards .

Phillips 66 has more than 140 years of experience in providing the energy that enables people to dream bigger and go farther, faster. We are committed to improving lives, and that is our promise to our employees and our communities. We are sustained by the backgrounds and experiences of our diverse teams, which reflect who we are, the environment we create and how we work together. We have been recognized by the Human Rights Campaign, U.S. Department of Labor and the Military Times for our continued commitment to inclusive practices and policies in the hiring and retention of those in the LGBTQ+ community and military veterans. Our company is built on values of safety, honor and commitment. We call our cultural mindset Our Energy in Action, which we define through four simple, intuitive behaviors: We work for the greater good, cultivate an environment of trust, seek different perspectives and pursue excellence.

Learn more about Phillips 66 and how we are working to meet the world's energy needs today and tomorrow, by visiting phillips66.com.

To be considered

In order to be considered for this position you must complete the entire application process, which includes answering all prescreening questions and providing your eSignature on or before the requisition closing date of 11/26/2026.

Candidates for regular U.S. positions must be a U.S. citizen or national, or an alien admitted as permanent resident, refugee, asylee or temporary resident under 8 U.S.C. 1160(a) or 1255(a)(1). Individuals with temporary visas such as E, F-1, H-1, H-2, L, B, J, or TN or who need sponsorship for work authorization now or in the future, are not eligible for hire.

Phillips 66 is an Equal Opportunity Employer