Director of Transformation

Abnormal

About The Position

At Abnormal, we’re reimagining how work gets done in the era of AI. We’ve built advanced AI transformation pods in R&D that can rapidly design and deploy intelligent tools for our internal teams—but we need the right strategy and leadership to identify what to transform, why, and how human work should evolve alongside it. As our Director of Transformation, you’ll build and lead a small, high-impact team that acts as the “tip of the spear” for AI transformation across the business. You’ll work directly with the Chief People & Transformation Officer, CFO, CEO, and Chief of Staff to identify high-value opportunities for transformation, scope business problems, and partner with our R&D pods to prioritize and deliver solutions. You’ll also design the future of human work at Abnormal—defining how roles, teams, and systems adapt as automation unlocks new ways of operating. This role is perfect for a strategic operator with a consulting mindset, product intuition, and a deep curiosity for how people, technology, and process intersect.

Requirements

8–12+ years of relevant experience in management consulting, business operations, product management, or transformation leadership roles
Proven experience scoping and leading complex, cross-functional transformation initiatives from strategy through execution
Experience designing and operationalizing repeatable frameworks or operating models
Strong analytical and problem-structuring skills; able to move seamlessly between big-picture strategy and operational detail
Demonstrated fluency with technology, data, and AI concepts—able to translate between business and technical teams
Exceptional communication and storytelling skills; able to influence executives and drive alignment across functions
Experience designing or supporting organizational change, including org design, people systems, or operating model redesign
Exposure to Gen AI coding tools and LLMs.

Nice To Haves

Experience in a high-growth tech or startup environment
Familiarity with agile or product management principles
Background spanning both consulting and internal operations or people functions
Experience with capability modeling, operating model design, or workforce planning

Responsibilities

Build and lead Abnormal’s Transformation function, hiring and developing a team of 2–3 transformation analysts.
Own the design and evolution of Abnormal’s future-of-work and transformation operating model, defining how enterprise capabilities, roles, technology, and AI come together to run the business.
Partner with the CEO and Chief People & Transformation Officer to define and operationalize Abnormal’s transformation process, establishing how opportunities are identified, assessed, prioritized, and executed across the company.
Build and maintain an enterprise capability map, clearly defining core business capabilities and the human responsibilities, systems, and technologies required to deliver each one, with clear ownership, health indicators, and traceability to transformation initiatives.
Assess the health, cost, and business impact of key capabilities, using consistent instrumentation to enable comparison, prioritization, and executive decision-making across the enterprise. Identify where AI, automation, process change, or organizational redesign can unlock meaningful improvements.
Lead transformation prioritization, working with executive leadership, IT, and AI/R&D teams to ensure the highest-value initiatives are sequenced and resourced appropriately.
Define solution paths for prioritized transformations, explicitly determining whether work should be performed by humans, AI, traditional systems, or a hybrid model—and ensuring these decisions, assumptions, and ownership models are captured and instrumented for ongoing governance and learning.
Act as a connective operator across functions, helping initiatives move smoothly from prioritization to build to implementation by removing blockers, sequencing work, and maintaining momentum.
Partner with People COEs and functional leaders to redesign roles, responsibilities, and org structures based on transformation outcomes, ensuring changes are reflected in job definitions, team models, and expectations.
Drive change management and adoption, working cross-functionally to ensure new tools, processes, and org designs move from concept to implementation and are embedded into day-to-day operations.
Design, build, and maintain the instrumentation layer for Abnormal’s transformation engine, creating a durable system of record that tracks enterprise capabilities, ownership, decision models (human vs. AI vs. systems), transformation progress, and business impact over time.
Continuously measure and evaluate the outcomes of transformation initiatives you lead, using data to assess productivity gains, cost efficiency, quality improvements, and employee impact—and using those insights to course-correct, improve future transformations, and demonstrate sustained value to executive leadership.
Maintain a clear, company-wide, authoritative view of capabilities, roles, and ownership, serving as the source of truth leaders rely on to understand responsibilities, dependencies, and how work gets done as the organization evolves.