HR AI Enablement & Innovation Program Manager

Job Description Summary

At GE Vernova, we’re focused on accelerating the energy transition by helping the world electrify and decarbonize. As the business evolves, we are also reimagining how HR works - embedding AI into how we serve our people leaders, employees, the business, and ourselves. Our HR function is moving from early experimentation to disciplined adoption, and we’re investing in the people, practices, and use cases that will make that shift real.

We are seeking an HR AI Enablement & Innovation Program Manager to drive how the HR function builds AI fluency, scales practical AI solutions, and learns from itself. This role sits within HR Enablement & Simplification and connects HR teams to the AI capabilities that amplify their work.

This is an opportunity for a builder - someone who can shape what AI capability looks like for HR, run a function-wide community, and stand up working AI prototypes inside HR, all while partnering closely with the roles shaping AI governance, workforce transformation, and Workday AI enablement across the enterprise.

Job Description

Role Summary

The HR AI Enablement & Innovation Program Manager leads three connected workstreams for the HR function: AI fluency and skill-building, the HR AI Community of Practice, and HR AI innovation and use case incubation. Fluency is the foundation - the capability the other two pillars stand on. Without it, the community has nothing to share and innovation has no one to adopt it.

This role partners closely with the AI Governance Project Manager (responsible AI guardrails), the AI Workforce Transformation & Organizational Design Project Manager (enterprise-wide adoption and Lean), and the Workday AI Enablement Lead (Workday-native AI capability). Together, these four roles form the operating model for how GE Vernova HR adopts AI.

Key Responsibilities:

HR AI Fluency & Skill-Building

• Own and evolve the HR function’s AI learning roadmap - from foundational fluency to advanced application across HR Client Support, COEs, and HR leadership.
• Build on existing GE Vernova HR enablement assets to define what AI-specific capability looks like for HR: prompt engineering, agent orientation, responsible use, data interpretation, and human-in-the-loop judgment.
• Partner with HR4HR and Learning teams to embed AI skill-building into existing development pathways rather than creating parallel structures.
• Curate high-quality external content and translate it into GE Vernova-relevant practice, recognizing that AI fluency is increasingly built through hands-on, continuous learning rather than long formal courses.
• Increase responsible HR usage of Copilot, AMP, and other enterprise standard AI tools.

HR AI Community of Practice

• Build and operate the HR AI Community of Practice as a sustained capability - owning the cadence, content, contributors, curator network, and operating rhythm.
• Lead monthly working sessions and quarterly prototype showcases that move the function from individual experimentation to collective progress.
• Develop and steward a peer champion network across HR COEs and HR Client Support teams to create consistency in practice, accelerate adoption, and reinforce governance evenly across the function.
• Build and maintain a shared library of HR AI use cases, prompts, prototypes, playbooks, and lessons learned that any HR team can draw from.
• Measure community health and impact: participation, contribution, 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 that solve real HR problems - service delivery, knowledge access, content generation, analytics, and decision support.
• Run a lightweight intake and triage model that routes HR use cases to the right path: Workday-native (with the Workday AI Enablement Lead), Copilot/AMP/standard tools (this role), bespoke (with DT), or “not yet” (with Governance).
• Build and maintain a working HR AI prototype portfolio - running pilots, capturing outcomes, and graduating successful prototypes into sustained capabilities.
• Apply citizen-developer principles within HR to expand who can build, recognizing that generative AI has shifted the fluency bar from technical coding to clear problem reasoning.
• Distinguish HR-internal innovation (this role’s scope) from enterprise-wide AI transformation (the AI Workforce Transformation & Organizational Design Project Manager’s scope)—partnering closely where the two intersect.

Cross-Role Partnership & Operating Discipline

• Maintain clear lanes with the AI Governance Project Manager, AI Workforce Transformation & Organizational Design Project Manager, and Workday AI Enablement Lead—translating governance principles into HR practice, surfacing organization and workforce implications, and routing technology decisions to the right owner.
• Develop and maintain an HR AI Maturity view to track fluency, adoption, innovation pipeline, and value across HR - informing investment decisions and surfacing where capability-building is working.
• Track adoption, skill-building, and value-realization metrics for HR AI work.
• Stay current on external HR AI practices and translate insights into practical recommendations.
• Review materials with labor and employment counsel before broad release of guidance, prompts, or AI-enabled HR content.

Required Qualifications

• Bachelor’s degree required; advanced degree in Human Resources, Organizational Development, Learning, Business, Technology, or related field preferred.
• 8+ years of experience in HR enablement, learning and development, HR transformation, change management, or enterprise program management.
• Demonstrated ability to define and scale capability-building programs at scale in partnership with Learning teams.
• Hands-on familiarity with generative AI tools and a practical understanding of how AI is being applied in HR.

Preferred Experience

• Strong facilitation, community-building, and stakeholder management skills.
• Proven ability to lead cross-functional initiatives and influence without direct authority.
• Analytical, structured, and outcome-oriented approach to execution.
• Strong written and verbal communication, including the ability to translate technical concepts into clear, actionable guidance for HR audiences
• Experience in a large, matrixed, global organization.
• Background in HR analytics, HR technology, HR operations, or HR learning and development.
• Exposure to generative AI tools (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 turns ambiguous opportunity into structured, repeatable practice.
• A connector who can move fluently between HR practitioners, technology partners, and senior leaders.
• Comfortable in the messy middle of AI adoption - where guidance is still forming and prototypes outnumber polished solutions.
• Energized by helping others build skills, confidence, and judgment in a fast-moving domain.
• Disciplined about measurement, value realization, and operating rhythm.

Why Join GE Vernova?

This role helps shape how a global energy company brings AI into the HR function—building the skills, community, and solutions that make adoption real. You’ll work alongside a small set of peers redefining how HR operates, with visibility across HRLT and the businesses we serve. If you want to build something durable in a domain that’s still being defined, this is the seat.

Additional Information

- This is a remote positionApplication Deadline: June 14, 2026For candidates applying to a U.S. based position, the pay range for this position is between $105,800.00 and $176,400.00. The Company pays a geographic differential of 110%, 120% or 130% of salary in certain areas. The specific pay offered may be influenced by a variety of factors, including the candidate’s experience, education, and skill set.Bonus eligibility: discretionary annual bonus.This posting is expected to remain open for at least seven days after it was posted on May 29, 2026.Available benefits include medical, dental, vision, and prescription drug coverage; access to Health Coach from GE Vernova, a 24/7 nurse-based resource; and access to the Employee Assistance Program, providing 24/7 confidential assessment, counseling and referral services. Retirement benefits include the GE Vernova Retirement Savings Plan, a tax-advantaged 401(k) savings opportunity with company matching contributions and company retirement contributions, as well as access to Fidelity resources and financial planning consultants. Other benefits include tuition assistance, adoption assistance, paid parental leave, disability benefits, life insurance, 12 paid holidays, and permissive time off.GE Vernova Inc. or its affiliates (collectively or individually, “GE Vernova”) sponsor certain employee benefit plans or programs GE Vernova reserves the right to terminate, amend, suspend, replace, or modify its benefit plans and programs at any time and for any reason, in its sole discretion. No individual has a vested right to any benefit under a GE Vernova welfare benefit plan or program. This document does not create a contract of employment with any individual.

Originally posted on Himalayas