About the role

We're looking for an AI Program Manager who can bridge Talent's biggest workflow challenges with what's practical and buildable with today's AI tools. You're someone who can identify a high-value problem, scope a solution, and put a working prototype in front of stakeholders - without waiting on an engineering team to get started.

This isn't a traditional PM role or an engineering role. It lives in the space between: someone with a working knowledge of Talent processes and enough AI fluency to build, test, and iterate quickly. You'll take ideas from prototype to product requirements, partnering closely with engineering to get solutions into production.

What you'll do

• Partner with Talent teams to identify and prioritize AI opportunities that address real workflow pain points - distinguishing high-leverage use cases from novelty.
• Build working AI prototypes using LLM APIs, prompt engineering, and workflow automation tools, creating functional demos stakeholders can react to before engineering resources are engaged.
• Develop a working understanding of Talent's data landscape and processes to identify where AI can create durable value.
• Translate validated prototypes into clear product requirements and partner with engineering to move from proof-of-concept to production.
• Participate in technical design discussions, helping bridge Talent's needs with what engineering is building.
• Contribute to evaluating AI tools, platforms, and vendors - building a perspective on what to adopt, integrate, or build.
• Help develop the playbooks, prompting guides, and workflow templates that enable Talent teams to get real leverage from AI tools.
• Support Talent team members in building AI fluency through shared examples and clear frameworks for when and how to use AI.
• Ensure AI solutions are designed with data privacy, security, and fairness in mind - looping in Legal, Infosec, and other partners early in the process.
• Contribute to tracking and reporting on AI tool adoption, engagement, and business outcomes across the Talent function.

This role has been categorized as a Remote position. "Remote" employees do not have a permanent corporate office workplace and, instead, work from a physical location of their choice, which must be identified to the Company. U.S. employees may live in any of the 50 United States, with limited exceptions.

In California, Connecticut, Maryland, Massachusetts, New Jersey, New York, Washington state, and Washington DC the standard base pay range for this role is $109,000.00 - $174,000.00 annually. This base pay range is specific to these locations and may not be applicable to other locations.In Colorado, Hawaii, Illinois, Maine, Minnesota, Nevada, Ohio, Rhode Island, Vermont, and Virginia the standard base pay range for this role is $103,500.00 - $165,300.00 annually. The base pay range is specific to these locations and may not be applicable to other locations.

In addition to a competitive base salary this position is also eligible for equity awards based on factors such as experience, performance and location. Actual amounts will vary depending on experience, performance and location. Employees in this role will not be paid below the salary threshold for exempt employees in the state where they reside.

Who you are

• 5-8 years of experience in product management, applied AI, HR technology, or a closely related field - ideally spanning both a Talent/HR function and a product or technical environment.
• Hands-on experience building with AI: you've used LLM APIs, prompt engineering, and workflow automation tools to create working prototypes and functional solutions.
• Familiarity with agentic frameworks (e.g., LangChain, CrewAI) and AI-native tools is a meaningful advantage.
• Experience taking a solution from concept through to deployment, including navigating organizational and data infrastructure realities.
• Working knowledge of core Talent processes - Talent Acquisition, Talent Management, Compensation, Talent Operations - and how data and workflows underpin them.
• Comfort with data: you can query a dataset, read analytics, and contribute to measurement frameworks without needing a data scientist for every question.
• Familiarity with HR technology platforms such as Workday or Eightfold is a plus.
• Strong communication skills - you can explain AI capabilities clearly to non-technical Talent leaders, and translate business problems into specific, buildable solutions for engineers.
• Ability to manage ambiguity and execute in a fast-moving environment with evolving tools and priorities.