Key Responsibilities- Deliver the AI enablement program across the business — foundational training, role-specific sessions, hands-on labs, and self-paced pathways — for audiences ranging from complete beginners to advanced builders.
- Design and maintain the AI learning curriculum across proficiency levels, from baseline literacy and prompting fundamentals through workflow integration and agent building, contextualized to each function's real work.
- Run the live enablement cadence: weekly office hours, team workshops and labs, protected practice time, and monthly showcases. Run them on schedule, with discipline, and cancel rather than pad.
- Build and lead the AI Champion Network — nomination and selection for coverage across functions, regions, and levels; train-the-trainer certification; roundtables; recognition; and term-based rotation.
- Progress ownership of activities from centrally led, to co-facilitated, to champion-led, so the program scales beyond the core team's capacity.
- Serve as the named enablement partner to every department — meet function leaders on their cadence, understand their workflows and pain points, co-design department-specific enablement plans, and agree adoption targets that reflect what that team actually needs.
- Run a department-by-department adoption view: where each function sits on the proficiency curve, what's blocking them, and what intervention comes next — and escalate the ones that are stalling.
- Partner closely with HR and People Ops to embed AI proficiency into the employee lifecycle — role definitions and job profiles, onboarding for new hires, goal-setting and performance conversations, career pathways, and internal mobility.
- Work with HR on the change and communications side of adoption: messaging that addresses job-security anxiety honestly, manager enablement so people leaders can model and protect AI practice, and recognition programs that reinforce the behavior.
- Co-own mandatory learning and policy acknowledgement with HR and L&D — completion tracking, compliance reporting, and the Learning Hub as system of record.
- Own adoption metrics and reporting: define the signals that matter for each department in partnership with its leadership, track engagement, capability progression, and reuse, and report results to function leaders, HR, and the ELT.
Pay:
$131,000.00 - $209,000.00 + Eligible for Variable Compensation Plan
Commensurate with relevant qualifications and experience
Benefits:
Medical, Dental, and Vision Insurance
Health Savings Account
Flexible Spending Account
401(k) Retirement Plan with Company Match
Life and Disability Insurance
Critical Illness Insurance
Accident Insurance
Hospital Indemnity Insurance
Paid Time Off and Holidays
Flexible Working Schedule
This job description is intended to convey information essential to understanding the scope of the job and the general nature and level of work performed by job holders within this job. This job description is not intended to be an exhaustive list of qualifications, skills, efforts, duties, responsibilities or working conditions associated with the position.
