Job Description

GCS is a newly unified organization bringing together legacy Commercial Strategy & Innovation (CSI), Global Marketing, and Global Access Strategy & Pricing (GASP) to establish a single commercial voice to R&D and strategic leadership across the portfolio lifecycle. As GCS moves through its AI transformation, the organization must not only deploy AI-enabled workflows, but also drive a profound shift in how colleagues and leaders work: from consumers of generative AI to builders and producers who think in tools, workflows and systems.

The GCS Adoption and Culture Change Lead is an individual-contributor role within Global Commercial Strategy, reporting to the GCS Transformation Lead. It owns, builds and is fully accountable for the adoption and culture change strategy across the transformation phase (H2 2026 to 2027). Its scope spans all three GCS divisions: Marketing, GASP and CSI. The post holder decides the KPIs that define success and how to achieve them, decides the corrective action required when performance falls short, and manages the adoption, training and communications budget allocated by the Transformation Lead, with full accountability for investment decisions within that budget and for proposing changes to it.

The complexity of this role is unlike standard change management. The programme is not simply asking colleagues to adopt a new tool, it is asking them to radically rethink their approach to work. The shift from consumer of generative AI to active agentic workflow designer and systems thinker requires a fundamental change in mental model, not just behaviour. This shift must happen across a diverse global organization, at significant pace, across functions with different starting points, maturity levels and cultural contexts. The Adoption and Culture Change Lead owns the strategy to make this happen, with full accountability and decision-making on the strategy, the KPIs that measure it and the corrective actions required.

This is a time-limited transformation-phase role. The Adoption Lead rolls off at steady state, at which point Operations absorbs any residual adoption activity. It is not a technical role; the focus is on ensuring GCS colleagues and leaders are equipped, engaged and transformed as AI-native ways of working take hold.

Responsibilities

Owns the Adoption and Culture Change Strategy and Holds Named Decision Rights

• Owns, builds and is fully accountable for the adoption and culture change strategy for the transformation, from strategy design through to KPI performance and corrective action.
• Decides the KPIs that define success across awareness, engagement and adoption, and decides how to achieve them.
• Decides adoption approach and sequencing per wave and per release, matching the sprint and horizon rhythm.
• Decides channel and format choices for communications and capability building across the three GCS divisions.
• Assesses go/no-go on colleague readiness for each release, in coordination with the Transformation Lead
• Decides corrective action when adoption, engagement or capability KPIs underperform, and personally owns the improvement program.
• Manages the adoption, training and communications budget allocated by the Transformation Lead, with full accountability for investment decisions within that budget and for proposing changes to it.

Drives the GCS Culture Shift from Consumers to Builders

• Drives the core people unlock of the transformation: moving GCS colleagues from consumers of generative AI to builders and producers who think in tools, workflows and systems.
• Moves GCS leaders from executors to designers: building the capability to design, align strategically and orchestrate workflows and systems, so orchestration becomes a core leadership skill rather than oversight of execution.
• Reframes the prize for the organization so that critical thinking, workflow orchestration, design and build are prized as highly as the outputs they produce.
• Embeds the shift as a lasting change in how colleagues work and how leaders lead, not a one-off training event, so the new culture holds after the role exits.

Change and Communications

• Owns the GCS change and communications agenda across the transformation phase, spanning all three GCS divisions: Global Commercial, GASP and CSI.
• Runs the internal leadership communication cascade: GCS Lead, GCS LT, then GCS LT+1, equipping each layer to carry the message down and across into partner organizations such as medical and R&D.
• Prepares GCS leaders for AI-related updates: key messages, anticipated questions, timing and follow-up actions.
• Builds and refreshes the communications toolkit: talking points, walking decks, FAQs, leader guides, newsletter content and release communications for each newworkflow and feature.
• Sequences communications to the sprint and horizon rhythm, so messaging lands with each release rather than as a standing broadcast.

Training and Capability Building

• Owns GCS AI systems training and capability building across the transformation phase: hands-on-keyboard sessions for each sprint and priority mega-process, integrated with but not duplicative of Academy training.
• Partners with the Marketing Academy, on behalf of GCS Domain Excellence Leads and AIA, so training content is practical, business-relevant and aligned to future-state ways of working.
• Builds GCS-wide capability in the systems skills the transformation prizes: judgement, workflow orchestration, and design and build, not just tool operation.
• Tracks capability gaps and training themes to target refreshers where they are needed most.

Adoption, Feedback and Community

• Runs the adoption engine: office hours, Community of Practice, quarterly hack-a-thons and always-on feedback channels.
• Builds the active-builder community: colleagues sharing workflows they have built, surfacing new use cases and re-engaging peers.
• Integrates AI adoption into colleague goaling (PLI) so the shift is reinforced through performance expectations and senior leader coaching.
• Tracks adoption rates, questions, pain points and capability gaps, and turns feedback into prioritized improvement opportunities for the Domain Excellence Leads and AIA.

Released Time: Measurement and Reinvestment

• Measures whether time is genuinely released by the new ways of working, at team and function level, against a baseline set at the start. Personally owns and implements the improvement program to address underperformance.
• Assesses whether released time is reinvested in unique human value: judgement, relationships, creativity and conscience, rather than simply absorbed or lost.
• Provides the released-time and reinvestment evidence that answers the headline question: are we building a better organization, not just a smaller one.
• Feeds performance data to the GCSLT, keeping the human-value case visible alongside efficiency metrics to enable a rounded view of ROI, for which the Transformation Lead is accountable.

Champions Responsible AI Ways of Working

• Champions responsible, compliant and practical use of AI-enabled tools in partnership with GCS, AIA, Digital, Legal and Compliance.
• Embeds AI-enabled ways of working into day-to-day routines by reinforcing standards and connecting colleagues to the right support channels.
• Supports a culture of continuous learning and experimentation while ensuring colleagues understand appropriate use, escalation pathways and quality expectations.

Qualifications

Required Qualifications

• Bachelor's degree required; advanced degree/MBA preferred.
• 8+ years of experience in change management, communications, transformation, capability building, digital or AI adoption, or a related field, including senior-level cross-functional programs.
• Demonstrated experience owning and driving a transformation-level adoption or culture change strategy with full accountability for outcomes and KPIs, not programme execution against a strategy set by others.
• Demonstrated senior leadership experience in at least one of CSI, GASP or Commercial Strategy at Global level, preferably in multiple geographies, in-line and launch environments.
• Demonstrated ability to lead organization-wide culture and behavior change across multiple functions or divisions, creating outcomes through other leaders rather than personal execution alone.
• Strong communication and storytelling skills, with the ability to translate complex technology and transformation concepts into clear, practical, business-facing stories and materials.
• Proven ability to influence without authority, build trust across functions, and partner effectively with senior leaders, technology teams and business users.
• Comfort working in ambiguity and helping teams and leaders adopt new ways of working in a fast-paced transformation environment.
• Candidate demonstrates a breadth of diverse leadership experiences and capabilities including: the ability to influence and collaborate with peers, develop and coach others, oversee and guide the work of other colleagues to achieve meaningful outcomes and create business impact.

Preferred Qualifications

• Experience in pharmaceutical, biotechnology, life sciences, healthcare, consulting or other regulated industries preferred.
• Experience supporting adoption of AI, digital, analytics or automation-enabled transformation, ideally including a shift toward colleagues as active builders of new workflows.
• Familiarity with two or more of commercial strategy, marketing, pricing/access or early commercial workflows is a plus.
• Experience building or running communities of practice, office hours and capability programs at scale, using AI tooling to create scale at speed.
• Strong facilitation, written communication and executive-ready synthesis skills.

NON-STANDARD WORK SCHEDULE, TRAVEL OR ENVIRONMENT REQUIREMENTS

Max. 25% travel

OTHER JOB DETAILS:

Last Day to Apply: July 27 ,2026

LOCATION: US HQ, Europe any site, Pfizer Global Locations

Work Location Assignment: Hybrid

This role is posted in multiple locations. If you are applying for the role in an secondary job posting location where pay transparency regulations apply, your Talent Advisor will share the local pay information with you during the first interview.

Relocation assistance may be available based on business needs and/or eligibility.

Candidates must be authorized to be employed in the U.S. by any employer.

U.S. work visa sponsorship (such as TN, O-1, H-1B, etc.) is not available for this role now or in the future.

To learn more about acceptable and prohibited uses of AI during the recruitment process, please review our candidate AI-use guidelines available on Pfizer Careers

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