Job DescriptionJob SummaryThe Program Manager, AI and Digital Learning creates and drives Victaulic's digital and AI learning strategy for the global organization - building the enterprise-wide learning infrastructure that helps every employee, from the plant floor to the front office, work more effectively with digital tools and AI. This individual will lead the enterprise rollout of Victaulic's Skill Matrix and Digital Work Instruction platforms, the digital backbone for how the manufacturing workforce is trained, certified, and tracked, from vendor management through site-by-site deployment.
This role also serves as the connective tissue between Victaulic's AI innovation and enablement work and its people strategy - translating what AI and digital learning tools make possible into how the organization develops, engages, and upskills its people. The Program Manager partners closely with the AI Technology team, Global Learning & Development, plant operations and training leaders, HR Business Partners, and business leadership, and acts as the AI and digital-learning subject matter expert for the Global L&D team.
Key Responsibilities- Digital & AI Learning Strategy Leadership: Create, own, and continuously evolve Victaulic's digital and AI learning strategy for the global organization - setting the roadmap for how digital learning platforms and AI tools are adopted, sequenced, and scaled across sites, functions, and talent populations.
- Thought Leadership at the Digital & AI-Talent Intersection: Serve as Victaulic's thought leader on connecting digital and AI technology to the talent management ecosystem - bringing forward external best practices and emerging approaches to enhance existing talent programs, sharpen how their impact is measured, and keep Victaulic's talent strategy at the leading edge of what digital and AI tools make possible.
- Skill Matrix & Digital Work Instruction Platform Rollout (Azumuta): Manage the end-to-end global deployment of the Skill Matrix and Digital Work Instruction platforms - including vendor management with Azumuta, phased site rollout planning, coordination with plant trainers and subject-matter experts to build and digitize method sheets and training content.
- Skill Gap & Workforce Readiness Reporting: Advise leaders on leveraging the Skill Matrix's coverage and competency data to identify skill gaps by site, shift, and process, and partner with plant leadership and HR Business Partners to translate that data into targeted training plans and workforce-readiness reporting.
- AI-to-Talent Conduit: Serve as the connective tissue between the AI & Automation team and Talent Management, translating AI innovation and enablement into practical people strategy - deploying AI to upskill employees and help teams, functions, and jobs incorporate AI to improve their own efficiency and effectiveness. Partner with the AI Technology team to connect AI and digital-learning adoption data to talent strategy.
- AI & Digital Learning Subject Matter Expert for Global L&D: Serve as the AI and digital-learning subject matter expert and trusted advisor to the Global L&D team, advising on how AI can be deployed to strengthen the talent experience and create efficiency in how content and programs are built - including, in partnership with HR Business Partners, using AI-enabled and skill-matrix data to support high-potential and emerging-leader identification and development.
- Training Content Governance & Effectiveness: Establish a content refresh cadence to keep AI and digital-learning curriculum current as tools, models, and use cases evolve, and define training-effectiveness metrics (completion, knowledge retention, and on-the-job application) to demonstrate business impact.
- Business Partnership for AI-Enabled Capability Building: Partner with business and plant leaders to uncover opportunities for training and enabling new capabilities made possible by AI and digital learning tools, translating emerging tool capabilities into practical workforce skill-building.
- Talent & Digital Learning Technology Evaluation and Selection: Evaluate and recommend AI-enabled and digital-learning platforms and tools (e.g., skill matrix and digital work instruction platforms, AI-assisted interviewing and assessment tools, learning recommendation engines).
- Governance & Compliance Partnership: Partner with the AI technology team to ensure all digital-learning and AI use cases comply with enterprise AI governance, data privacy, and ethical-use standards established by the Responsible AI framework.
Qualifications & SkillsRequired- Experience: 5+ years of progressive experience in Learning & Development, Talent Management, Digital Learning, HR, or a related discipline, including direct ownership of a learning platform, technology rollout, or large-scale training program.
- Enterprise Platform Rollout: Demonstrated experience leading the end-to-end rollout of a digital learning, training, or workforce-technology platform across a distributed, non-technical workforce - including vendor management, phased site or department deployment, content development, and driving adoption among frontline users and their supervisors.
- AI Fluency: Strong conceptual understanding of generative AI capabilities and limitations, with working familiarity with enterprise AI tools (Microsoft 365 Copilot, Claude, ChatGPT, Gemini) and how they apply to learning, talent, and HR use cases.
- Governance Framework Development: Experience building a responsible-use or governance framework for a new technology or platform, ideally co-designed with a cross-functional working group of end users and stakeholders rather than imposed top-down.
- Learning & Development / Instructional Design Acumen: Hands-on experience designing, developing, and scaling training curricula and content.
- Cross-Functional & Cross-Site Stakeholder Engagement: Demonstrated ability to build and sustain a network or community of practice across multiple sites, departments, or organizations.
- Business Partnership: Demonstrated ability to consult with business, HR, plant operations, and L&D leaders, diagnose capability and workforce-readiness needs, and design practical, adoptable solutions.
- Communication: Ability to translate technical AI and digital-platform capabilities into clear, business-relevant applications for HR, L&D, plant floor, and other non-technical stakeholders.
- Change Management: Experience guiding teams and stakeholders through process or technology change with clarity and credibility, including under time or resource pressure.
