[Hiring] AI Adoption Lead @Ahead

Role Description

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 the business unit’s employees are genuinely ready to work alongside AI: with the right skills, redesigned roles, reimagined workflows, and the confidence to operate in 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.

Qualifications

• 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.

Requirements

• Experience embedded in a business unit (not just HR or CoE roles).
• 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.

Benefits

• Medical, Dental, and Vision Insurance.
• 401(k).
• Paid company holidays.
• Paid time off.
• Paid parental and caregiver leave.
• Plus more! See benefits here for additional details.