Enterprise AI Enablement Director

About this role

Job Description At Vertex, we continue to invest in a future-ready workforce where AI helps people strengthen expertise, improve decision-making and create greater impact for our people and patients. We are looking for a Director, Enterprise AI Enablement to amplify the value AI creates across Vertex.  Reporting to the Executive Director, Workforce Strategy & Innovation, you will lead the change management and enablement strategy to help employees, managers, and leaders consistently use AI with confidence, clarity, and accountability.  Partnering across Workforce Strategy & Innovation, Learning, Internal Communications, Data Technology & Engineering, governance teams - and with leadership you will translate Vertex’s AI strategy into a clear, connected employee experience. This includes practical guidance, learning, manager support, and adoption plans and campaigns that help teams use our tools responsibly, apply AI where it improves work, and build new habits that create measurable value.  To succeed, you will stay close to the AI frontier, applying curiosity and sound judgment to identify new capabilities and help teams adopt AI in ways that are effective, compliant, and create measurable value for Vertex and patients. You will model responsible use by continuously learning, applying AI to innovate your own work, and championing practices that create value. 

Key Duties & Responsibilities : • Enterprise AI enablement roadmap.  Shape and drive an integrated roadmap that builds AI fluency, leads change, and accelerates adoption across Vertex, with clear priorities, milestones, and measures of success. 

• Integrated employee experience.  Partner with the teams building, securing, governing, communicating, teaching, and deploying AI solutions to create a clear, connected employee experience. 

• Change management.  Lead the change approach for AI-enabled ways of working, including readiness assessments, employee and manager preparation, adoption barriers, and reinforcement plans that help new habits stick. 

• Workforce AI fluency.  Define the AI capabilities employees, managers, and leaders need, then partner with Learning and other teams to deliver practical, role-relevant experiences that build confidence through application. 

• Leader and manager enablement.  Equip leaders and managers to coach their teams on effective, responsible, and compliant use, create space for learning and experimentation, and help their teams apply AI to improve their experience and redesign their work. 

• AI adoption network.  Build and activate a network of AI champions and change partners to share relevant examples, support colleagues, and strengthen adoption within their functions. 

• Tools and standards.  Create reusable frameworks, resources, and standards that help teams deliver consistent change, learning, and adoption across AI initiatives. 

• Adoption measurement and improvement.  Define how progress, fluency, behavior change, and adoption will be measured, provide leaders with a clear view of what is working, and use employee feedback and data to continually improve the approach. 

Knowledge and Skills: • Deep knowledge of enterprise change management, behavior change, organizational effectiveness, and technology adoption. 

• Strong understanding of adult learning and capability building, including how to translate enterprise needs into practical, role-relevant experiences. 

• Ability to connect communications, learning, leader and manager enablement, change management, and employee feedback into a coherent enablement approach. 

• Ability to translate AI strategy and redesigned work into clear expectations, guidance, support, and reinforcement for employees, managers, and leaders. 

• Ability to define meaningful measures of fluency, adoption, behavior change, and sustainment and use evidence to improve the approach. 

• Practical fluency with AI tools and emerging AI capabilities, and sound judgment about responsible and compliant use, with the credibility to model the behaviors the role is helping build. 

• Strong facilitation, communication, and stakeholder-partnership skills across functions and levels of seniority. 

• Ability to influence and align stakeholders across a complex organization without relying on direct authority. 

Education and Experience: • Bachelor’s degree in organizational development, organizational behavior, human resources, psychology, education, communications, or a related field – or relevant experience

• Advanced degree preferred. A graduate degree in industrial/organizational psychology or organizational behavior is especially relevant to this role. 

• Typically requires 10 or more years of experience in enterprise change management, organizational effectiveness, capability building, learning strategy, culture transformation, or technology adoption, or the equivalent combination of education and experience. 

• Demonstrated experience leading change and adoption for a large-scale, enterprise-wide transformation in a complex, matrixed organization. 

• Experience developing and scaling practical capability-building or learning approaches for employees, managers, and leaders. 

• Experience coordinating change, communications, learning, and adoption across multiple functions and stakeholder groups. 

• Experience defining measures of adoption, capability, behavior change, or sustained use and applying the findings to improve an enterprise approach. 

Pay Range: $186,400 - $279,600 Disclosure Statement: The range provided is based on what we believe is a reasonable estimate for the base salary pay range for this job at the time of posting. This role is eligible for an annual bonus and annual equity awards. Some roles may also be eligible for overtime pay, in accordance with federal and state requirements. Actual base salary pay will be based on a number of factors, including skills, competencies, experience, and other job-related factors permitted by law.

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