CSQ327R12

Enterprise customers are investing in AI, but most are stuck between a successful pilot and real organizational adoption. The gap is not technology. It is whether the workforce can change how it works.

You will own end-to-end workforce transformation engagements with Databricks' largest customers. You will diagnose where a customer's workforce is today, define what needs to change, build the transformation plan, and drive execution until adoption sticks. You are the directly responsible individual for each engagement, not a contributor to someone else's project.

The Impact You Will Have

• Own the full transformation lifecycle for each customer, from workforce assessment through capability pathways, operating rhythm, and measurement. You build the plan and you execute it.
• Run 2 to 3 concurrent engagements across different formats. These range from short-cycle assessments (2 to 4 weeks) to coached transformations (8 to 12 weeks) to deep embedded engagements (12 to 16 weeks). You will manage a mixed portfolio simultaneously.
• Design for multiple organizational layers within a single engagement. That means building executive sponsorship with CDOs, CIOs, and CHROs while also architecting the manager enablement and individual contributor adoption layers underneath.
• Drive execution, not just planning. You will stand up the operating rhythm, coach internal champions, unblock adoption barriers, and adjust the plan when reality diverges from the model.
• Design the human-agent collaboration model for each customer's workforce. Assess workflows and distinguish what should stay human from what should be automated, agent-assisted, or fully agent-led. Design differentiated pathways for builders in technical roles and users in workflow roles.
• Shape how engagements are scoped and priced. You are closest to the work and will ensure that commercial commitments are deliverable.
• Turn what you learn into repeatable tools and playbooks that can scale beyond practitioner-led delivery.
• Partner with technical deployment, AI transformation, and account teams. Other teams build and land the solution. You own what happens after.

What We Look For

• 8 or more years leading workforce or organizational transformation in a technology adoption context. You have executed transformations and owned outcomes, not just designed programs.
• You have led conversations with C-suite or VP-level sponsors and influenced how organizations adopt technology at scale.
• You have done the work, not just designed a curriculum about it. The strongest backgrounds include customer-side data or engineering leaders who drove transformation, former solutions architects or engineers who moved into transformation roles, and consultants with hands-on delivery experience.
• You can assess a workflow, identify what needs to change, and design the capability pathway to get there.
• You understand change management, including sponsorship models, adoption curves, resistance patterns, and how to build internal champions.
• You are comfortable with ambiguity. You will be building the playbook as you go, not executing a mature one.
• You are comfortable with commercial conversations, including engagement scoping, pricing input, and ensuring delivery commitments are realistic.
• Familiarity with data and AI platforms and the enterprise adoption challenges they create.
• A background in professional services, management consulting, or customer success is a plus.
• Experience measuring behavior change tied to business value, not just completions or satisfaction scores, is a plus.

 

Pay Range Transparency

Databricks is committed to fair and equitable compensation practices. The pay range(s) for this role is listed below and represents the expected base salary range for non-commissionable roles or on-target earnings for commissionable roles.  Actual compensation packages are based on several factors that are unique to each candidate, including but not limited to job-related skills, depth of experience, relevant certifications and training, and specific work location. Based on the factors above, Databricks anticipated utilizing the full width of the range. The total compensation package for this position may also include eligibility for annual performance bonus, equity, and the benefits listed above. For more information regarding which range your location is in visit our page here.

 

Zone 1 Pay Range$143,700—$197,550 USDZone 2 Pay Range$129,300—$177,750 USDZone 3 Pay Range$122,200—$167,950 USDZone 4 Pay Range$115,000—$158,050 USD

About Databricks

Databricks is the Data and AI company. More than 20,000 organizations worldwide — including adidas, AT&T, Bayer, Block, Mastercard, Rivian, Unilever, and 70% of the Fortune 500 — rely on the Databricks Data + AI Platform to build and scale data and AI apps, analytics and agents. Headquartered in San Francisco with 30+ offices around the globe, Databricks offers a unified platform that includes Genie, Lakebase, Agent Bricks, Lakeflow, Lakehouse, and Unity Catalog. To learn more, follow Databricks on LinkedIn, X, YouTube, and Instagram.

Benefits

At Databricks, we strive to provide comprehensive benefits and perks that meet the needs of all of our employees. For specific details on the benefits offered in your region click here.

Our Commitment to Diversity and Inclusion

At Databricks, we are committed to fostering a diverse and inclusive culture where everyone can excel. We take great care to ensure that our hiring practices are inclusive and meet equal employment opportunity standards. Individuals looking for employment at Databricks are considered without regard to age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other protected characteristics.

Compliance

If access to export-controlled technology or source code is required for performance of job duties, it is within Employer's discretion whether to apply for a U.S. government license for such positions, and Employer may decline to proceed with an applicant on this basis alone.