GE Vernova
HR AI Enablement & Innovation Program Manager
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HR AI Enablement & Innovation Program Manager
HR AI Enablement & Innovation Program Manager
About the Role
At GE Vernova, we’re focused on accelerating the energy transition by helping the world electrify and decarbonize. The HR function is evolving, embedding AI to better serve people leaders, employees, the business, and ourselves. This shift demands disciplined adoption of people, practices, and use cases to amplify AI efforts.
We seek an HR AI Enablement & Innovation Program Manager to shape AI fluency across HR, scale practical AI solutions, and establish an effective function-wide community. This role lies within HR Enablement & Simplification, bridging HR teams with AI capabilities that enhance their work.
This opportunity is ideal for a builder—someone who can define AI capabilities for HR, lead a Community of Practice (CoP), and deploy working AI prototypes while collaborating with AI governance, workforce transformation, and Workday AI capabilities teams enterprise-wide.
Job Description
Role Summary
The HR AI Enablement & Innovation Program Manager oversees three interconnected workstreams:
- AI fluency and skill-building: Building foundational knowledge across HR Client Support, Centers of Excellence (COEs), and HR leadership.
- HR AI Community of Practice (CoP): Sustaining a collaborative network to accelerate adoption and innovation.
- AI innovation and use case incubation: Prototyping AI solutions to address real HR challenges (e.g., service delivery, analytics, decision support).
This role partners closely with:
- AI Governance Project Manager (responsible AI guardrails)
- AI Workforce Transformation & Organizational Design Project Manager (enterprise adoption and Lean methodologies)
- Workday AI Enablement Lead (Workday-native AI capabilities)
Together, these four roles form the operating model for AI adoption in GE Vernova HR.
Key Responsibilities
HR AI Fluency & Skill-Building
- Lead the HR function’s AI learning roadmap, evolving from foundational fluency to advanced applications for HR Client Support, COEs, and HR leadership.
- Define AI-specific capability (prompt engineering, agent orientation, responsible use, data interpretation, and human-in-the-loop judgment) by building on existing HR enablement assets.
- Partner with HR4HR and Learning teams to embed AI skill-building into existing development pathways (no parallel structures).
- Curate external content, translating it into GE Vernova-relevant practices, with an emphasis on hands-on, continuous learning.
- Increase responsible usage of Copilot, AMP, and enterprise-standard AI tools across HR.
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HR AI Community of Practice
- Build and sustain the HR AI CoP, owning its cadence, content, contributors, curator network, and operating rhythm.
- Facilitate monthly working sessions and quarterly prototype showcases to shift HR from individual experimentation to collective progress.
- Develop and steward a peer champion network across HR COEs and HR Client Support teams for consistency in practice, adoption acceleration, and governance alignment.
- Maintain a shared library of HR AI use cases, prompts, prototypes, playbooks, and lessons learned for HR teams to reference.
- Measure community health and impact via participation rates, contribution volume, use case adoption, and skill progression.
HR AI Innovation & Use Case Incubation
- Partner with HR COEs and HR Client Support to identify, scope, and prototype AI solutions for service delivery, knowledge access, content generation, analytics, and decision support.
- Run a lightweight intake and triage model to route HR use cases to:
- Workday-native (with Workday AI Enablement Lead)
- Copilot/AMP/standard tools (this role)
- Bespoke (with DT—Digital Transformation)
- “Not yet” (with AI Governance)
- Build and maintain a working AI prototype portfolio, tracking outcomes and graduating successful pilots into sustained capabilities.
- Apply citizen-developer principles within HR to democratize AI capabilities, recognizing generative AI raises fluency requirements from coding to problem reasoning.
- Distinguish HR-internal innovation from enterprise-wide AI transformation, ensuring clarity about scope overlap with the AI Workforce Transformation & Organizational Design Project Manager.
Cross-Role Partnership & Operating Discipline
- Coordinate with AI Governance, AI Workforce Transformation, and Workday AI Enablement teams, translating governance into HR practices, surfacing workforce impacts, and directing decisions to right ownership.
- Develop an HR AI Maturity view, tracking fluency, adoption, innovation pipeline, and realized value to inform decisions and investments.
- Monitor adoption, skill-building, and value-realization metrics for HR AI initiatives.
- Stay current on external HR AI practices, translating insights into practical recommendations for GE Vernova HR.
- Collaborate with labor/employment counsel before releasing guidance, prompts, or AI-enabled content.
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Qualifications
Minimum Requirements
- Bachelor’s degree (advanced degree in Human Resources, Organizational Development, Learning, Business, Technology, or related fields preferred).
- Significant experience in:
- HR enablement
- Learning and Development
- HR transformation
- Change management
- Enterprise program or project management.
- Hands-on familiarity with generative AI tools and practical understanding of AI applications in HR.
- Strong facilitation, community-building, and stakeholder management skills.
- Proven ability to lead cross-functional initiatives without direct authority.
- Analytical, structured, and outcome-driven approach.
- Excellent written and verbal communication, particularly translating technical concepts into clear, actionable HR guidance.
Preferred Experience
- Experience in large, matrixed, global organizations.
- Background in HR analytics, HR technology, HR operations, or HR learning and development.
- Exposure to generative AI tools (e.g., Copilot, Claude, ChatGPT, Workday AI) in an enterprise setting.
- Experience running communities of practice, champion networks, or citizen-developer programs.
- Familiarity with adult learning, instructional design, or capability-building frameworks.
What Success Looks Like
The ideal candidate is:
- A builder who transforms ambiguous opportunities into scalable AI practices.
- A connector, bridging HR practitioners, technology teams, and senior leaders effectively.
- Comfortable in the messy middle of AI adoption, where guidance is fluid and prototypes supersede polished solutions.
- Energized by teaching others to build skills, confidence, and judgment in a fast-evolving AI environment.
- Disciplined in measurement, operating rhythms, and value realization.
Additional Information
- Relocation Assistance: Not provided
- Work Arrangement: Remote
- Application Deadline: July 09, 2026
- Note on Sponsorship: Applications from job seekers requiring UK work sponsorship are welcome and considered. We apologize that roles for non-EU/EEA candidates may not be filled if qualified EU/EEA candidates are available to meet the Resident Labour Market Test. For further details, visit Work in the UK - GOV.UK.
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