AI Adoption Lead

The AI Adoption Lead is AHEAD's embedded human answer to the gap between AI deployment and realized value. This is a people-first, business-embedded transformation role, part change manager, part org designer, part coach, and part workforce strategist, dedicated to a specific business unit(BU). Reporting to the VP, Talent and Workforce Transformation, the AI Adoption Lead ensures that thebusiness unit’s employees are genuinely ready to work alongside AI: with the right skills, redesigned roles, reimagined workflows, and the confidence to operatein a continuously evolving environment.

Duties/Responsibilities

AI Change Strategy & Adoption

• Partner with the OCM team to design and execute a BU-level AI change strategy, moving employees from AI experimenters to AI accelerators
• Develop and run stakeholder engagement plans, including resistance mapping and influence strategies
• Build a network of champions and superusers within the BU to sustain adoption momentum
• Monitor adoption signals and adjust interventions based on real-time uptake data
• Address employee anxiety and build psychological safety around AI-augmented work

Role & Job Redesign

• Conduct systematic task deconstruction across BU roles to identify what AI automates, augments, or creates
• Redesign job descriptions and role profiles to reflect new human-AI responsibilities
• Work with BU leaders to define new AI-augmented job families and career pathways
• Identify roles at risk of displacement and proactively design transition pathways
• Partner with job architects and compensation teams to update role-leveling frameworks

Capability & Skill Building

• Assess BU-level AI fluency and identify skill gaps across functions, levels, and workforce segments
• Commission or co-design targeted learning programs - technical, workflow, and mindset
• Integrate AI capability-building into daily workflows, not just stand-alone training events
• Develop manager enablement specifically for leading AI-augmented teams
• Track and report on capability uplift against BU transformation milestones

Strategic Workforce Planning

• Build a dynamic skills supply/demand picture for the BU accounting for humans and AI agents
• Identify future workforce requirements based on AI-driven process changes (12-36 month horizon)
• Inform build/buy/borrow/automate decisions for critical capability gaps
• Support BU leaders in scenario planning for headcount and structure as AI scales
• Feed BU insights into enterprise-wide strategic workforce planning processes

Organizational Design

• Assess whether the BU's current structure enables or inhibits AI-augmented ways of working
• Advise on structural changes - spans, layers, team composition, and human-agent workflow design
• Support BU leadership in redefining management accountabilities as AI takes on operational tasks
• Identify and pilot new operating models, such as human-in-the-loop decision flows
• Document and share org design patterns for replication across the enterprise

Culture & Responsible AI

• Build a culture of active participation in AI transformation, not passive compliance
• Surface and address fear, mistrust, and equity concerns across BU employee groups
• Embed responsible AI practices, transparency, human validation, governance, into team norms

Manager Enablement

• Partner with the Talent Development team to equip managers to lead AI-augmented teams, orchestrating humans and AI agents together, not just using AI tools themselves
• Run dedicated BU manager learning programs focused on judgment, coaching, and human-AI workflow oversight

Adoption Measurement & Intelligence

• Own the BU's AI adoption measurement framework, design and instrument metrics, not just report on them
• Partner with eTech to ensure adoption data (usage, frequency, depth) is accessible and actionable
• Surface informal and shadow AI use within the BU and channel it into governed, productive adoption
• Track adoption health across workforce segments including tenure, function, generation, and role level
• Feed BU intelligence upward into the Hive Transformation Office to inform org-wide strategy

Education and Experience

Minimum Required:

• 8+ years in change management, HR transformation, org effectiveness, or related people and OD roles
• Demonstrated experience leading large-scale technology or digital transformation from the people side
• Strong grasp of change frameworks and ability to adapt them to AI contexts
• Experience in workforce planning, role design, or job architecture
• Ability to build trust and credibility with business unit leaders and frontline employees
• Data literacy with comfort using adoption metrics and workforce analytics to drive decisions
• Personal proficiency with AI tools and genuine enthusiasm for AI-augmented work

Preferred:

• Experience embedded in a business unit (not just HR or CoEroles)
• Exposure to agentic AI, automation workflow design, or human-in-the-loop process redesign
• Background in learning & development or capability-building at scale
• Knowledge of org design principles and structural assessment methodologies
• Experience with skills-based talent models and dynamic workforce planning tools
• Industry knowledge aligned to the target business unit
• Certification or coursework in AI transformation leadership