Head of Enterprise Transformation

Head Of Enterprise Transformation

At Henderson, we're about more than just buildings. We're about the people, experiences, and longevity of a building. We're a company of problem-solvers and innovators known for our technical excellence and ability to provide out-of-the-box solutions when it comes to design and construction. We love the process of bringing buildings to life and keeping them in shape long after the doors open.

As an ESOP, each of our employee-owners are an essential part of our mission to lead the industry in innovation, sustainability, and client experience. With a vision to build a better world, Team Henderson has a people-first culture and diverse portfolio of world-class facilities.

The Head of Enterprise Transformation owns how work gets done across the organization by ensuring workflows are streamlined, efficient, and AI-ready in direct support of the company's strategic roadmap. As an Executive Leadership Team (ELT) member, this position brings an enterprise-wide perspective to transformation decisions, ensuring initiatives are designed to materially improve how work flows before resources are committed.

Serving as the strategic bridge between IT, operations, and people leadership, this position connects strategy to execution by aligning the operating model to the company's strategic priorities and addressing gaps in work design, workflow capacity, or structure that limit successful execution. It is accountable for ensuring that work redesign translates into sustained behavior change and measurable business outcomes by embedding adoption, leadership alignment, and workforce readiness into how work is designed and executed.

Success is measured by whether work becomes more streamlined, more AI-ready, and more aligned to strategic priorities and whether employees are working differently as a result.

Enterprise Work Architecture & Strategy - Own and lead the enterprise approach to how work is designed, structured, and continuously improved across the organization. Partner with the CSO and ELT to identify the critical points in the value chain where work design is the primary constraint on strategy execution and own the agenda to address them. Maintain a clear line of sight between the strategic roadmap and the current operating model, identifying where gaps in workflow design, capacity, or structure will limit execution. Build and steward an Enterprise Work Design Framework, including design principles, work typology, and value chain mapping, to guide decision-making across the organization. Facilitate enterprise-level work design discussions with ELT to align priorities, constraints, and resource commitments.

AI-Ready Culture & Workforce Transformation - Partner with the CPO, the Director of Corporate Applications, and others to define and evolve a human-AI collaboration model that clarifies what work is human-led, AI-augmented, or AI-led. Also in partnership, develop and maintain a Skills-to-Work framework that identifies how roles and tasks evolve as AI capabilities expand. Assess AI readiness across business units and provide actionable insights and recommendations to the ELT. Ensure role design, workforce planning, and organizational structures reflect the realities of AI-enabled work.

Technology Transformation Enablement - Partner with the CIO and technology leaders to ensure workflow impact is evaluated as part of all major technology investment decisions. Participate in early-stage scoping of transformation initiatives to ensure alignment between technology, workflow design, and business outcomes. Ensure that workflow redesign, role expectations, and adoption planning are integrated into transformation initiatives from inception through sustainment. Measure technology adoption at the workflow level, ensuring tools are improving how work is performed and are consistently used as intended.

Transformation Adoption & Change Leadership - Own and define the enterprise approach to change execution, ensuring that work redesign initiatives include clear plans for behavior change, leadership alignment, and adoption. Establish a consistent transformation execution model, including methodologies, adoption metrics, leadership expectations, and behavioral standards. Partner with ELT peers to ensure leaders are accountable for driving adoption and sustaining new ways of working within their teams. Develop and equip mid-level leaders to identify workflow friction and lead adoption within their areas of responsibility. Activate and lead a cross-functional network of work design and change leaders within business units to support both discovery and implementation. Identify, measure, and address resistance and friction points to ensure barriers to adoption are surfaced and resolved early. Partner with communications, L&D, and HR to ensure workforce readiness activities (communication, training, support) are aligned to work design efforts.

Enterprise Work Governance & Continuous Improvement - Maintain visibility into enterprise work redesign initiatives and outcomes, reporting progress and risks to ELT. Establish feedback loops to assess how work is performed versus how it was designed, using insights to refine both design and adoption approaches. Build a learning system that captures outcomes from work redesign efforts and applies those insights across future initiatives. Present an annual "State of Work" report to the ELT and Board, summarizing progress, challenges, and future priorities. Engage with the Board on enterprise work strategy, organizational readiness, and workforce implications of transformation investments.

Core Competencies

Communication - Breaks down communication barriers and drives a timely exchange of critical information. Unites diverse ideas to achieve best results. Communicates comfortably with a wide variety of stakeholders, adapting naturally to ensure message is clear and appropriate for the audience and situation.

Integrity - Leads with humility and tenacity, sharing lessons learned to help others build resiliency. Demonstrates great care and consideration for others, acting boldly to do the right thing. Aligns actions and words and prioritizes candor to build trust and a culture of accountability.

Quality Orientation - Drives process improvements, employee development, and strategic upskilling that align with the future needs of the industry to keep the company competitive. Communicates the passion and vision that motivates others to achieve high-quality outcomes and an exceptional client experience. Empowers others to navigate ambiguity maintaining consistent standards of service and results, even when faced with challenges.

Teamwork/Inclusion - Acts with a sophisticated level of empathy and emotional maturity to build community, strong networks, and high-performing teams. Values the advantages of diversity, fostering a culture of partnerships that leverages a diverse workforce and connects people through work to create success. Normalizes discussions of diverse, sensitive societal topics.

Continuous Learning - Interfaces with industry leaders to maintain accurate pulse of relevant market/s and advance company goals. Builds an environment that rewards learning, initiative, and innovative ways of doing things. Aligns leadership development with current and future company needs.

Functional/Technical Expertise - Clarifies company vision, goals, and strategies, aligns performance metrics appropriately, and provides ongoing leadership to maximize success. Leverages expertise and depth of experience to manage risks with opportunity. Wins buy-in and consensus by building solid businesses cases and making decisions in the best interest of the firm and with respect to all stakeholders.

Leadership - INSPIRES THE ORGANIZATION Personifies the values of the organization, defining and embodying the organizational culture and vision. Leads purposefully through ambiguity and change, exhibiting a determined, futuristic mindset and the ability to inspire and empower others to bring ideas to life. FOCUSES ON CLIENT EXPERIENCE Embraces change, proactively seeking ways to ensure the company is ready for the future needs of our clients. Sees client services as a dynamic process that requires an evergreen, innovative approach, developing and leading long-term business strategies and solutions that keep the firm competitive. DEVELOPS THE STRENGTHS OF OTHERS Mentors and enables leaders to build strong, diverse, change-ready teams, playing a key role in bringing on strategic and top talent when necessary. Speaks with candor, even when it is difficult or uncomfortable to ensure others are continuously learning and growing. DRIVES ACCOUNTABILITY, QUALITY, AND INNOVATION Fosters a climate where all employee-owners feel accountable for the firm's financial success and responsible for producing high-quality work. Empowers others to contribute imaginative solutions and challenge the status quo, rewarding the spirit of innovation, especially when change is necessary.

Required Education, Experience, Licenses & Technical Competencies

MBA, Master's in business, organization development, information systems, or related discipline preferred. Bachelor's degree or equivalent practical experience required. 15+ years of progressive leadership experience across enterprise transformation, operations, or organizational design with a relevant degree, or 20+ years without a relevant degree Proven experience designing and improving how work flows at an enterprise level. Experience working closely with executive leadership and influencing high-stakes decisions. Demonstrated ability to lead cross-functional initiatives without direct authority. Working knowledge of AI-enabled workflows and their impact on organizations. Proven track record of driving adoption and sustained behavior change across complex organizations. Experience building enterprise frameworks, governance models, or centers of excellence. Strong communication, facilitation, and stakeholder engagement skills. Must demonstrate proficiency in all core competencies as described and characterized in this job description.

Physical & Other Requirements

Other duties as assigned. Prolonged periods of sitting or standing at a desk and working on a computer. Ability to read, write and communicate in English. Travel required up to 20% of the time.

Let's Talk Perks

We take care of our people. As a Henderson employee, you'll enjoy some pretty awesome perks. Trust us, your friends will all have work envy.

Culture

• Flexible Work Hours (Because we all need to balance work and life.)
• Casual