Vice President, Enterprise Transformation & Delivery

Position description

EdReports.org is at the forefront of the curriculum reform movement. By increasing the capacity of educators to identify and demand the highest quality curriculum, EdReports.org is both disrupting a multibillion-dollar market and transforming the way students are taught and ultimately perform. With the firm belief that what is taught matters and that all students deserve high quality materials, EdReports.org publishes free, online, evidence-rich reviews of instructional materials. Explore our organization's core competencies in greater detail here.

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Purpose of Position

The Vice President, Enterprise Transformation & Delivery leads EdReports' enterprise portfolio execution, organizational performance, culture strategy, and transformation. This leader owns the systems, practices, and capabilities that translate approved strategic priorities into coordinated delivery, measurable results, and sustained organizational improvement.

Reporting to the CEO and serving on the Executive Team, the Vice President oversees enterprise portfolio delivery, execution governance, organizational performance reporting, and accountability mechanisms. This leader also shapes organizational culture, leads internal communications and change management, and builds organizational learning and leadership capabilities that strengthen effectiveness across EdReports.

As an executive partner, the Vice President advises the CEO and Executive Team on execution risks, organizational capacity, performance, and change readiness while building the systems and alignment needed to achieve EdReports' mission.

Key Responsibilities & Outcomes

Responsibilities:

• Enterprise Execution Strategy and Governance: Establish and lead EdReports' enterprise execution strategy, translating approved organizational priorities into coordinated commitments, performance expectations, and accountability mechanisms. Own the operation and continuous improvement of execution governance within the enterprise governance architecture developed collaboratively by the CEO and Executive Team.
• Health Dashboard and Organizational Performance Reporting: Own the development, management, and organizational adoption of EdReports' Health Dashboard as the central mechanism for enterprise execution visibility. Integrate strategic, financial, talent, operational, and portfolio measures in partnership with functional data owners, establish reporting standards, and provide actionable insights for executive decisions. Lead the transition of existing dashboard and reporting responsibilities into the function.
• Enterprise Performance and Execution Accountability: Establish operational performance standards and lead enterprise execution reviews to evaluate delivery, organizational capacity, risks, and progress against commitments. Strengthen accountability for agreed actions and corrective measures through established governance processes, while preserving functional leaders' authority over their teams and results.
• Executive Advisory and Decision Support: Serve as a senior execution advisor to the CEO and Executive Team, shaping recommendations on delivery feasibility, organizational capacity, implementation investments, and execution trade-offs. Challenge assumptions, evaluate options, and surface institutional risks that affect organizational performance and change readiness.
• Enterprise Portfolio Governance and Delivery: Direct enterprise portfolio intake, sequencing, delivery oversight, dependency management, and escalation within approved strategic priorities and resource parameters. Exercise delegated authority to resolve cross-functional execution barriers and recommend adjustments when competing commitments exceed organizational capacity.
• Organizational Effectiveness and Operating Model Implementation: Lead implementation, adoption, and continuous improvement of practices within the enterprise operating model designed in partnership with the CEO and Executive Team. Build cross-functional workflows, operating standards, tools, and accountability practices; assess their effectiveness; and recommend systemic improvements through established decision channels.
• Organizational Culture and Institutional Health: Own EdReports' enterprise culture strategy, translating core values and DBIE commitments into organizational priorities, leadership expectations, and measurable initiatives. Partner with People, which owns Lattice and employee engagement measurement systems, to evaluate culture outcomes, address systemic challenges, and strengthen organizational trust and resilience.
• Organizational Learning and Leadership Capability: Shape and lead enterprise learning, leadership development, and capability-building initiatives that address organizational needs, strengthen management effectiveness, and support execution readiness. Partner with People to connect organizational learning priorities with talent management, employee performance insights, and workforce needs.
• Enterprise Transformation and Change Management: Lead implementation and institutionalization of major strategic and organizational changes sponsored through approved executive governance. Establish change readiness, stakeholder engagement, communication, and adoption practices; coordinate cross-functional implementation; and advise the CEO on organizational risks and barriers to sustained change.
• Internal Communications and Enterprise Alignment: Own EdReports' internal communications strategy and operating rhythm, organizational updates, and change communications. Partner with the CEO, Chief of Staff, People, and Communications as appropriate to ensure consistent messaging, transparency, and understanding of organizational priorities and decisions.
• Executive Partnership and Functional Leadership: Build and lead the Enterprise Execution & Organizational Effectiveness function, establishing its long-term direction, capabilities, standards, and performance expectations. Lead through managers and senior professionals, steward functional resources, and partner with executive peers to strengthen enterprise execution while preserving their respective decision-making authority.
• Other relevant duties as assigned to support the organization's strategic goals, with the expectation that all EdReports employees remain flexible and adaptable to evolving responsibilities.

Outcomes:

• Reliable Enterprise Delivery: Strategic priorities translate into coordinated plans, clear accountability, and consistent execution.
• Effective Portfolio Governance: Initiatives are sequenced and delivered through consistent practices that surface dependencies, risks, and capacity constraints.
• Actionable Performance Visibility: The Health Dashboard and execution reviews provide timely, reliable insights into organizational performance and delivery health.
• Stronger Execution Accountability: Leaders address barriers, follow through on commitments, and take corrective action.
• Improved Organizational Effectiveness: Enterprise operating practices strengthen coordination, efficiency, accountability, and execution quality.
• Intentional Organizational Culture: Culture initiatives reinforce EdReports' values and DBIE commitments, with progress evaluated through employee feedback and engagement data.
• Stronger Organizational Capabilities: Learning and leadership development initiatives improve management effectiveness, collaboration, and organizational readiness.
• Sustained Transformation: Major changes are implemented effectively and adopted into ongoing organizational practices.
• Clear Internal Communications: Employees receive consistent, timely communications that strengthen understanding, transparency, and alignment.
• Sustainable Execution Capability: EdReports has the systems, leadership, and capabilities needed to execute priorities and adapt to change.

Travel

National travel will occur related to organizational needs and for professional learning, as needed. Amount of travel will be monitored to ensure it is appropriate for both the organization and this role.

Qualifications

• Passion for EdReports’ mission, vision, core values, and our commitment to Diversity, Belonging, Inclusion, and Equity;
• Typically ten or more years of relevant strategic professional experience, including eight or more years of progressive people management experience, or equivalent demonstrated expertise.
• Extensive executive or senior leadership experience spanning enterprise execution, organizational effectiveness, portfolio governance, organizational development, or large-scale change management.
• Demonstrated success designing, establishing, and leading enterprise-wide operating systems, governance frameworks, or organizational transformation initiatives.
• Proven ability to navigate complex organizational challenges, resolve competing priorities, and influence senior executive decision-makers.
• Strong business acumen and demonstrated ability to integrate strategic, financial, workforce, and organizational considerations into enterprise recommendations.
• Experience establishing functional policies, leading multiple teams or functional areas, and developing managers and senior leaders.
• Deep knowledge of organizational culture, enterprise change adoption, operating effectiveness, and organizational performance improvement.
• Demonstrated ability to build trust, lead through ambiguity, exercise sound executive judgment, and drive accountability across organizational boundaries.
• Exceptional communication, executive advisory, facilitation, and stakeholder management capabilities.
• Residency in and authorization to work in the United States.

Preferred:

• Experience in a mission-driven nonprofit, education organization, or similarly complex environment.
• Experience building and institutionalizing enterprise-wide execution and organizational effectiveness capabilities.
• Experience advising CEOs or executive leadership teams on organizational transformation, enterprise governance, or systemic operating improvements.

Salary

The salary for this position is $148,064 - $222,095 annually. At EdReports, we determine final salaries based on the role's requirements and the candidate's experience and skills, while maintaining equity within our compensation bands. To support fairness and provide opportunities for growth, we typically offer salaries at or below the midpoint of the range. All salary offers are non-negotiable to ensure consistency and equity across the organization.

Benefits

We know the importance of living a fulfilling, healthy life–both professionally and personally. That’s why some of the benefits we offer include:

• Unlimited Discretionary Time Off (DTO) and Sick Time,
• 21 days of paid holidays and office closure days in 2026,
• Monthly Communications Reimbursement,
• Initial home office and technology setup stipend,
• EdReports pays for 90% of health care for both the employee and their immediate family, and
• 401k that new hires become eligible for after six months of employment (includes safe harbor, employer match, etc.).

Work Authorization Requirements

All EdReports employees must reside in and be authorized to work in the United States. EdReports does not sponsor employment visas, and we are unable to consider candidates residing outside the U.S.

Physical Requirements

Work is normally performed in a remote office environment including, but not limited to standing and sitting for long periods of time; and fine-finger and hand manipulation to operate a computer and keyboard. Employee is required to have close visual acuity to perform an activity such as preparing and analyzing electronic information, transcribing, viewing a computer terminal, and extensive reading. This person will travel by car, air, or other transportation (as indicated in the Travel section) and should be able to physically withstand the demands of such travel. Employee may be required to walk for long distances at retreat venues or other relevant sites.

Core Competencies

• COMMITMENT TO DIVERSITY, BELONGING, INCLUSION, AND EQUITY: Actively welcome diverse perspectives, center equity in decision-making, foster authentic and inclusive relationships that promote a sense of belonging, confront biases to build understanding, and continuously build knowledge of systemic inequities to inform behaviors that lead to an inclusive organizational culture.
• ACCOUNTABILITY: Proficiently organize projects aligned with overarching objectives while proactively addressing challenges; ensure timely and high-quality fulfillment of responsibilities.
• COMMUNICATION: Effectively engage stakeholders, actively listen to others, convey information for desired results, and adapt style to foster relationships and trust.
• CONTINUOUS IMPROVEMENT: Consistently reflect, seek feedback, and apply new insights; identify and implement solutions that enhance individual, team, and overall performance.
• CORE EXPERTISE: Possess skills, knowledge, and abilities to perform essential duties; keeps knowledge current; utilize multiple points of view to achieve goals and is a subject matter resource for others.
• ORGANIZATIONAL STEWARDSHIP: Cultivate external relationships, uphold policies, leverage historical insights, actively participate in organizational improvement, and adapt to align with the needs of the organization.

Manager & Senior Leader Competencies

• EMPATHETIC LEADERSHIP: Cultivate and lead an environment of reflection, feedback, clear expectations, and support that drives individual and team excellence; manage with compassion and kindness by adapting leadership style to meet an individual’s needs.
• STRATEGIC MANAGEMENT: Adeptly address complex issues, engage others in decision-making and change initiatives; skillfully communicate information to foster team success; inspire momentum through purposeful direction.
• RESOURCE MANAGEMENT: Thoughtfully allocate, monitor, and reflect to optimize resource utilization and enhance overall effectiveness.

Application instructions

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