Vice President, Change Management & Organization Design

The posting

Vice President, Change Management & Organization Design

About the role

As Vice President, Change Management & Organization Design, you will serve as a senior leader within the People & Culture Leadership Team and a key member of the Transformation Office, helping shape Blackbaud's transformation into a world-class AI-first company.

This is a highly visible, hands-on leadership role that combines strategy with execution. Working with a small, high-impact team, you will personally lead the design and delivery of enterprise change programs, capability-building initiatives, workforce transformation efforts, and AI adoption strategies. Success requires someone who can move seamlessly from executive strategy discussions to building training programs, facilitating workshops, and developing playbooks and storytelling that bring the hearts and minds of employees along on the journey, driving adoption across the business.

You will be responsible for translating our transformation vision into practical actions that change how work gets done across the company. Partnering closely with senior leaders, you will help identify capability gaps, design learning and enablement programs, and ensure employees have the tools, knowledge, and support needed to succeed in an AI-enabled workplace.

What you'll do

· Own the delivery and execution of change and capability-building programs with Value Stream leaders and General Managers, while the Transformation Office sets enterprise-wide priorities and owns overall transformation outcomes.

· Build and lead Blackbaud's AI-enabled change management strategy, frameworks, methodologies, and internal capabilities that bring the hearts and minds of employees along on the journey.

· Drive enterprise adoption of new ways of working by creating compelling change narratives, stakeholder engagement strategies, and employee experiences.

· Lead cross-functional transformation initiatives that modernize how work is performed across functions and teams.

· Develop and implement communication, engagement, training, and reinforcement strategies that accelerate adoption and sustain change.

· Identify transformation risks, dependencies, and organizational readiness requirements with Transformation Office leaders.

· Leverage internal and external subject matter experts to design and deliver enterprise training, workshops, toolkits, and enablement programs that accelerate AI adoption.

· Personally lead high-impact learning sessions, leadership workshops, and employee enablement experiences across the organization.

· Create playbooks and storytelling that bring the hearts and minds of employees along on the journey, translating strategy into day-to-day behavior change.

· Operate as a player-coach, using a lean team and matrixed resources to execute transformation initiatives at scale.

· Extend the enterprise 'how to work differently' curriculum beyond AI and Product/Enterprise Technology to company-wide culture and capability building.

· Design and deliver a Pillar GM enablement curriculum that trains and sets expectations for the role, covering topics such as AI product development lifecycle (PDLC), business acumen, go-to-market strategy, and product-led growth.

· Lead change efforts tied to the evolving shift in Product and Engineering roles, moving from today's many functional roles toward fewer, broader roles as AI reshapes how products are built.

· Build workforce strategies that help leaders effectively lead and adapt to geographically diverse, distributed teams.

· Define what it means to operate as a 'virtual company' across Pillar cohorts, including sales, brand marketing, customer success, and support, addressing both AI-driven change and the broader shift in how these functions collaborate.

· Lead enterprise organization design and strategic workforce planning efforts to ensure structures, roles, skills, and operating models evolve as AI reshapes how work gets done.

· Develop workforce strategies that balance business priorities, talent needs, and emerging AI capabilities.

· Use workforce and skills analytics to forecast future capability requirements and inform strategic talent investments.

· Lead the redesign of organizations, workflows, and team structures to drive greater agility, effectiveness, and employee engagement.

· Guide executive leaders through organization transformations, operating model shifts, and workforce planning decisions.

· Shape talent strategies that leverage AI to identify, develop, and deploy critical skills aligned to business priorities.

· Build enterprise-wide upskilling, reskilling, and career mobility programs by drawing on expertise across Centers of Excellence, HR Business Partners, and business leaders.

· Establish frameworks that increase AI literacy, digital fluency, and adaptability across the workforce.

· Co-develop the digital capability-building roadmap, including AI literacy.

· Help define the future skills architecture required for an AI-first organization.

· Develop executive dashboards with People Analytics that measure change outcomes, including organizational health, capability growth, employee experience, and productivity.

· Quantify and communicate the value of transformation initiatives through business-focused outcomes and workforce metrics.

· Build business cases for organization and workforce investments, demonstrating clear value and return on investment.

· Use data and analytics to inform decisions, monitor adoption, and identify opportunities for continuous improvement.

· Work within established governance frameworks supporting responsible AI adoption and workforce transformation.

· Serve as a trusted advisor to senior executives.

· Build alignment among senior stakeholders and influence enterprise decisions through strong executive presence and strategic thinking.

· Champion a culture of innovation, learning, transparency, and employee engagement throughout the transformation journey.

· Lead change efforts that win the hearts and minds of employees while delivering measurable business outcomes.

What you'll bring

· 10+ years of progressive leadership experience spanning organization design, workforce strategy, change management, HR transformation, and business transformation.

· 5+ years leading large-scale enterprise transformation initiatives at the Vice President, Senior Director, or equivalent leadership level within complex, global organizations.

· Demonstrated success leading organization redesigns, operating model transformations, workforce planning initiatives, and large-scale change programs.

· Proven ability to influence executive stakeholders and drive adoption across highly matrixed environments.

· Strong analytical and strategic problem-solving capabilities, with experience using workforce insights and business metrics to inform decisions.

· Experience leading AI-enabled workforce or business transformation initiatives, including implementation and adoption of GenAI tools, copilots, agents, or intelligent workflows.

· Demonstrated success translating emerging technologies into practical business outcomes and workforce capability strategies.

· Experience building enterprise change management programs and adoption frameworks with measurable business impact.

· Deep understanding of workforce analytics, talent strategy, and organizational effectiveness.

· Organization design, workforce planning, or organizational development certifications are highly desirable.

· Demonstrated success building and delivering large-scale training, upskilling, and adoption programs, not simply advising on them.

· Proven ability to work through influence and leverage subject matter experts, business leaders, and cross-functional teams in a highly matrixed environment.

· Comfortable operating as both strategist and practitioner, with a willingness to personally create content, facilitate workshops, lead training programs, and drive execution.

· Strong facilitation and executive presentation skills, with experience leading leadership sessions, organizational workshops, and change interventions.

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Blackbaud powers social impact through purpose‑driven technology and responsible AI. Guided by our Intelligence for Good® vision, we’re building a culture where innovation, trust, and human expertise come together to help organizations make a greater difference in the world.

Blackbaud is proud to be an equal opportunity employer and is committed to maintaining an inclusive work environment. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, physical or mental disability, age, or veteran status or any other basis protected by federal, state, or local law.