The Director Workforce Transformation & Culture will shape how Vertex scales and engages its global workforce to translate strategy into effective structures, practices, and behaviors. This leader applies organizational design, change management, and culture-shaping best practices to help the business adopt new operating models, improve employee experience, and embed a high performing & inclusive culture. This role requires expertise in organizational transformation & design, change management, culture development, organizational measurement approaches (including assessing impact), and employee engagement / experience strategies. The successful candidate will collaborate across businesses and functions to ensure alignment with business goals, foster an engaged & inclusive culture, and champion employee voice as a critical driver of organizational success. The Director will lead a small team of two individuals.
Key Areas of Oversight and Responsibilities
Organizational Design and Strategy
- Process Ownership & Strategic Alignment: Own the development of the process/playbooks to design a future-ready workforce and organizational structures aligned with Vertex’s strategic goals. Ensure the right roles, responsibilities, and reporting lines are in place to support business priorities.
- Agility and Scalability: Leverage deep knowledge of OD frameworks, tools, and processes to enable the organization to adapt quickly to changes in the environment.
- Role Optimization: Oversee role design to ensure clarity in responsibilities, decision-making authority, and accountability across teams.
- Workforce Planning Collaboration: Partner to assess current and future workforce needs, ensuring the organization is equipped to meet evolving market conditions.
Transformation & Change
- Transformation Leadership: Guide & manage organizational changes tied to enterprise transformation programs with a focus on impacts to people & culture (e.g. digital /AI, M&A/integration).
- Enable adoption: Leverage deep knowledge of change frameworks and approaches to build change plans with sponsor alignment, stakeholder mapping, enablement, and reinforcement mechanisms; measure adoption and proficiency.
- Communicate with clarity: Create narratives that connect change to customer outcomes, business outcomes, and employee impact; enable local leaders with toolkits.
Culture Development
- Culture Shaping: Design and activate cultural attributes (e.g. values & behaviors) that articulate a compelling story through leadership communications, onboarding experiences, and recognition programs.
- Inclusion & Belonging: Integrate Inclusion & Belonging principles into initiatives and processes, ensuring compliance with evolving legal and organizational guidelines. Provide oversight and partnership to BRGs.
- Research & Best Practice: Apply current industry trends and best practices to continuously innovate and improve employee experience and cultural transformation.
- Metrics and KPIs: Use data-driven insights to measure the success of culture and engagement initiatives, reporting progress and recommending improvements.
Employee Experience and Engagement
- Enterprise Listening Strategy: Lead the development of the next evolution of an integrated listening system (annual surveys, lifecycle surveys, passive listening) to capture the voice of employees across the company.
- Insight Generation: Partner People Analytics & HRIS to deliver more advanced analyses and deeper insights to leadership to increase impact.
- Engagement Initiatives: Collaborate with P+C Business Partners and leaders to design and implement actions that address employee concerns, improve workplace culture, and enhance overall engagement.
- Employee Experience: Oversee the creation of the employee experience blueprint (for key lifecycle moments), partnering within P+C to enhance the employee experience and enable business outcomes.
Leadership and Collaboration
- Trusted Partner: Advise leaders, including the executive team, on structure, org/talent health, and culture drivers that impact program execution and customer commitments.
- High-Performing Team: Build a team that blends engagement, inclusion, and change experience; set clear objectives tied to strategic priorities.
- Integrate Across Functions: Collaborate with business leaders and P+C partners to ensure organizational solutions are practical and measurable.
Qualifications
- Bachelor’s degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, or related field; Master’s degree or Doctorate preferred.
- 10-12+ years in Organizational Effectiveness/Organizational Development, Transformation & Change, and/or Talent Management. 5+ years leading enterprise‑scale transformation.
- Deep expertise in org diagnostics/design, role design, stakeholder engagement, and change enablement; familiarity with AI‑enabled work re‑design preferred.
- Proven track record in culture development, inclusion & belonging, and engagement strategies, including designing and activating values and behaviors.
- Strong record of cross-functional collaboration and influence at senior levels; experience supporting program management and enterprise transformation.
- Strong data literacy (listening analytics; EX metrics; operational KPIs) and comms skills.
Pay Transparency Statement:
US Base Salary Range: $157,900.00 - $205,400.00
Base pay offered to new hires may vary based upon factors including relevant industry and job-related skills and experience, geographic location, and business needs.* The range displayed does not encompass the full potential of the role, which allows for further growth and career progression.
In addition, as a part of our total compensation package, this role may be eligible for the Vertex Bonus Plan (VOB), a role-specific sales commission/bonus, and/or equity grants.
Learn more about Life at Vertex and connect with your recruiter for more details regarding Vertex's compensation and benefit programs.
*In no case will your pay fall below applicable local minimum wage requirements.