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.

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.