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Senior Vice President Digital Transformation Jobs

Report on digital performance to the SVP and executive leadership team, connecting site and channel metrics to pipeline and revenue. * Own the combined budget for paid digital, web, and optimization ...

Report on digital performance to the SVP and executive leadership team, connecting site and channel metrics to pipeline and revenue. * Own the combined budget for paid digital, web, and optimization ...

Senior Vice President (HLS) Coastal is seeking a Senior Vice President (SVP) of Healthcare amp ... digital transformation while partnering at the enterprise level to align complex healthcare ...

Senior Vice President (HLS) Coastal is seeking a Senior Vice President (SVP) of Healthcare & Life ... digital transformation while partnering at the enterprise level to align complex healthcare ...

The Senior Vice President (SVP) of Transportation at DCI provides executive vision and operational ... Partner with EHS teams to ensure that all digital transformation initiatives prioritize safety and ...

The Senior Vice President (SVP) of Transportation at DCI provides executive vision and operational ... Partner with EHS teams to ensure that all digital transformation initiatives prioritize safety and ...

Showing results 21-40

Senior Vice President Digital Transformation information

What does a senior vice president digital transformation do?

A Senior Vice President of Digital Transformation leads and oversees an organization's efforts to adopt new digital technologies and processes. Their main goal is to drive innovation, improve operational efficiency, and enhance customer experiences by leveraging digital tools and strategies. This role often involves managing large-scale technology projects, fostering a culture of digital adoption, and aligning digital initiatives with overall business objectives. They work closely with other executives to ensure that digital transformation supports the company's long-term vision and growth.

How does a senior vice president digital transformation typically collaborate with other executive leaders to drive organizational change?

A Senior Vice President of Digital Transformation works closely with other C-suite executives, such as the CIO, CTO, and business unit leaders, to align technology initiatives with overall business strategy. Collaboration often involves steering cross-functional teams, facilitating workshops, and ensuring open communication between IT and business departments. By fostering a shared vision and integrating digital solutions across multiple divisions, the SVP helps the organization adapt to evolving markets and achieve sustainable growth. Regular meetings and executive briefings are integral to maintaining alignment and securing buy-in for transformational projects.

What are the key skills and qualifications needed to thrive as a senior vice president digital transformation, and why are they important?

To thrive as a Senior Vice President Digital Transformation, you need extensive experience in digital strategy, change management, and organizational leadership, typically backed by an advanced degree in business or technology. Familiarity with agile methodologies, cloud platforms, enterprise software, and relevant certifications such as PMP or Six Sigma is highly valuable. Exceptional communication, visionary leadership, and stakeholder management skills set top candidates apart in this role. These skills and qualities are crucial for driving large-scale transformation initiatives, aligning cross-functional teams, and ensuring successful digital adoption across the organization.

What is the difference between Senior Vice President Digital Transformation vs Chief Digital Officer?

AspectSenior Vice President Digital TransformationChief Digital Officer
CredentialsTypically requires advanced degrees in business or technology, extensive leadership experienceSimilar credentials, often with a focus on strategic digital initiatives
Work EnvironmentExecutive leadership within large organizations, overseeing digital projects and teamsStrategic role, often part of C-suite, focusing on digital strategy and innovation
Industry UsageCommon in industries undergoing digital change, such as finance, healthcare, retailWidely used in similar industries, sometimes interchangeable with SVP roles

The Senior Vice President Digital Transformation and Chief Digital Officer roles both focus on driving digital initiatives at an executive level. While SVPs often oversee specific transformation projects and teams, Chief Digital Officers typically hold a broader strategic role, shaping overall digital strategy and innovation. The choice between these titles depends on organizational structure and focus areas.

What cities are hiring for Senior Vice President Digital Transformation jobs?

Cities with the most Senior Vice President Digital Transformation job openings:

What are the most commonly searched types of Vice President Digital Transformation jobs?

The most popular types of Vice President Digital Transformation jobs are:

What states have the most Senior Vice President Digital Transformation jobs?

States with the most job openings for Senior Vice President Digital Transformation jobs include:

Infographic showing various Senior Vice President Digital Transformation job openings in the United States as of August 2026, with employment types broken down into 1% Internship, 82% Full Time, 12% Part Time, 1% Temporary, and 4% Contract. Highlights an 87% Physical, 3% Hybrid, and 10% Remote job distribution.

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 20 days ago


Job description

Job DescriptionRole Summary

The VP, Digital Experience owns Momentive's digital acquisition and web presence as one function: paid digital marketing, website strategy and development, technical SEO and AI-search visibility, and conversion rate optimization.


What You'll Do
  • Own the strategy, roadmap, and budget across paid digital marketing, website experience, technical SEO/AI-search visibility, and CRO as one unified plan.
  • Set the technical foundation and priorities for the website: performance, structured data, accessibility, and platform architecture.
  • Lead the shift from search-only optimization to combined search and AI-answer-engine visibility, coordinating with the Marcomms and Integrated Marketing teams on citation-building and digital PR.
  • Own conversion rate optimization: the testing roadmap, experimentation cadence, and reporting on improving pipeline.
  • Partner with the Director of Integrated Marketing, Director of Marcomms, and Creative Director to keep the digital roadmap aligned with brand and campaign calendars.
  • Manage vendor and agency relationships across paid media, GEO, SEO, web development, and analytics tooling.
  • Report on digital performance to the SVP and executive leadership team, connecting site and channel metrics to pipeline and revenue.
  • Own the combined budget for paid digital, web, and optimization work, including build-vs-buy and in-house-vs-agency decisions.
What Success Looks Like in the First 90 Days
  • One-on-ones completed with every member of the paid digital and web/CRO teams, with a clear read on team structure and org design.
  • A single digital roadmap that reconciles paid, SEO, and web-dev priorities
  • A written 2-quarter plan presented to the SVP covering team structure, site technical priorities, and how digital performance will be measured going forward.
What We're Looking For
  • 10+ years in digital marketing, web strategy, or a related field, including 5+ years managing directors or senior managers.
  • Experience owning both paid and organic/web-side digital work, or a strong enough grasp of both to manage leaders in each credibly.
  • A record in technical SEO, site performance, and conversion rate optimization at the strategy level.
  • Working familiarity with generative engine optimization (GEO) or answer engine optimization (AEO) practices.
  • Comfort managing a combined budget across multiple channels and vendors.
  • Experience partnering with brand, creative, and communications leaders, not just performance-marketing peers.
  • Direct, clear communication with an SVP and executive team

Nice to Have

  • Experience in B2B SaaS, nonprofit technology, or association management software.
  • Experience hiring or rebuilding teams from a smaller or destabilized starting point.
  • Experience with Claude Co-work, Claude Code and creation of agentic workers to support tasks and development.
About Us

Momentive Software amplifies the impact of over 20,000 purpose-driven organizations in over 30 countries, with over $11 billion raised and 55 million members served to date. Mission-driven nonprofits and associations rely on Momentive's cloud-based software and services to address their most pressing challenges - from engaging their communities to simplifying operations and growing revenue. Designed to help organizations connect more, manage more, and ultimately expect more, Momentive's solutions are built with reliability at the core and strategically focus on fundraising, learning, events, careers, volunteering, accounting, and association management. Momentive partners with organizations that believe "good enough" is never enough - so they can bring on better outcomes for everyone they serve. Learn more at momentivesoftware.com.

Why Work Here?

At Momentive Software, we're a team of passionate problem-solvers, innovators, and volunteers who believe in using technology to make a real difference. We dream big, support each other, and take pride in creating solutions that help our customers drive meaningful change. If you're looking for a place where your work matters and your ideas are valued, you'll find it here.

Medical, Dental & Vision Benefits

401(k) Savings Plan with Company Match

Flexible Planned Paid Time Off

Generous Sick Leave

Inclusive & Welcoming Environment

Purpose-Driven Culture

Work-Life Balance

Commitment to Community Involvement

Employer-Paid Parental Leave

Employer-Paid Short-Term Disability

Remote Work Flexibility
Momentive Software actively embraces diversity and equal opportunity in a meaningful way. We are committed to building a team that represents a variety of backgrounds, perspectives, and skills. The more inclusive we are, the better our work will be, which is why we do not discriminate based on race, color, religion, marital status, age, national origin, ancestry, physical or mental disability, medical condition, pregnancy, genetic information, gender, sexual orientation, gender identity or expression, veteran status, or any other status protected under federal, state, or local law.
All persons hired will be required to verify identity, minimum age of 18, eligibility to work in the United States (without sponsorship), and to complete the required employment eligibility verification form upon hire.