AI Enablement and Adoption Lead, Strategy and Operations, Specialty Care GBU

Job Title: AI Enablement and Adoption Lead, Strategy and Operations, Specialty Care GBU Location: Cambridge, MA or Morristown, NJ (Hybrid - 3 days a week in office requirement; 20% travel expected) About the job The AI Enablement & Adoption Lead brings AI-enabled ways of working to the Specialty Care GBU’s senior leadership team and the organizations they run. You will accelerate adoption of the AI systems and platforms already available to the business, build the leadership team’s practical fluency, and change how senior leaders and their teams workday to day — moving AI from something people are interested into something they use by habit. Reporting to the Global Head of Strategy & Operations, Specialty Care GBU, this is a senior individual contributor role. It carries the direct sponsorship of the EVP, Specialty Care GBU, giving the work a clear mandate from the top of the business unit. You will partner closely with the Digital, Data, and AI functions that build and govern the platforms the GBU relies on. Success comes through credibility and influence rather than formal authority — earning the confidence of senior leaders and helping them adopt new, AI-enabled ways of working. Main Responsibilities Executive Enablement & Reverse Mentoring Build the AI fluency of the Specialty Care GBU leadership team through hands‑on coaching, reverse mentoring, and working sessions shaped around how each leader actually spends their time. Sit alongside senior leaders on real work — strategy reviews, planning cycles, board and ExCo pre‑reads — and show where AI changes the task, rather than demonstrating tools in the abstract. Translate what good looks like elsewhere, in other business units and other industries, into practical habits the leadership team can adopt now. Adoption of AI Platforms & Ways of Working Drive real, sustained adoption of the AI systems and platforms already approved for use across the GBU, closing the gap between what is available and what is actually used. Redesign recurring leadership and team workflows — reporting, analysis, meeting preparation, synthesis — around AI, and embed the new approach so it holds after the initial push. Identify high‑value use cases across the leadership agenda, prioritize them, and carry them from pilot to routine use. Stay current on new and emerging AI tools and features, judge what is genuinely useful for the leadership team, and turn that into practical application. Partner with the Digital, Data, and AI functions to bring enterprise capabilities into the GBU, and feed back what leaders need from those platforms. AI Culture & Community Set the tone for a confident, curious, and responsible AI culture across the leadership team and the teams they lead. Build and run an internal network of practitioners and champions so good practice spreads without depending on a single person. Create practical, lightweight resources — prompts, playbooks, worked examples — calibrated to senior pharma users rather than generic training. Responsible & Compliant Use Ensure new ways of working respect the GBU’s regulatory, privacy, data‑protection, and information‑security obligations; partner with Legal, Compliance, Privacy, and the AI governance function to keep adoption inside the lines. Build leaders’ judgment about where AI helps, where it must not be used, and how to check its output — particularly around regulated content, confidential information, and personal or patient data. Escalate gaps in policy or guardrails rather than working around them. Measurement & Impact Define what adoption and value mean for this work and track them — usage, time saved, quality, and decisions improved — connecting activity to outcomes leaders care about. Report Progress and impact to the Head of Strategy & Operations and the leadership team. Capture what works and reuse it to accelerate adoption across the GBU’s franchises and functions. About you Education Bachelor’s degree required; technical, scientific, and business backgrounds preferred. An advanced degree or formal AI or data credential is a plus, not a requirement. Demonstrated fluency matters more than pedigree for this role. Experience 5 years of experience, with a clear track record of putting AI tools and AI‑enabled ways of working into real use inside an organization. Hands‑on, current command of today’s AI systems — large language models and assistants such as enterprise tools built on GPT, Claude, Gemini, or Copilot — and a working understanding of agentic and no‑code or low‑code approaches. Demonstrated experience changing how people work: driving adoption, running enablement, or leading change, ideally with senior or expert audiences. Experience in pharma, healthcare, or another regulated, knowledge‑intensive environment is valued; comfort working within compliance and data‑handling constraints is essential. A positive disruptor who has visibly moved a team or function from curiosity to genuine, daily use. Skills & Competencies AI fluency: deep, practical, and current rather than theoretical. Can sit down with a leader and make them more effective in the same session. Translation: turns technical capability into plain‑language value for non‑technical senior people. Adoption focus: cares whether things are actually used and whether they change outcomes, not whether they launched well. Responsible‑use judgment: knows where the regulatory and ethical lines sit and works inside them. Agility: comfortable with ambiguity and a fast‑moving field, and disciplined about staying current as the tools change. Leadership skills Influence without authority: earns the trust and attention of senior people and helps them work differently through credibility and usefulness. Communication: explains and persuades clearly, adjusting from a skeptical executive to an enthusiastic early adopter. Collaboration: works well through the matrix and partners closely with the Digital, Data, and AI functions and across the Strategy & Operations team. Drive and ownership: self‑starting, resilient to the friction that comes with changing established habits, and focused on results. Languages Fluent in English. Sanofi Inc. and its U.S. affiliates are Equal Opportunity employers committed to a culturally inclusive workforce. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, national origin, age, ancestry, nationality, marital, domestic partnership or civil union status, sex, gender, gender identity or expression, affectional or sexual orientation, disability, veteran or military status or liability for military status, domestic violence victim status, atypical cellular or blood trait, genetic information (including the refusal to submit to genetic testing) or any other characteristic protected by law. All compensation will be determined commensurate with demonstrated experience. Employees may be eligible to participate in company employee benefit programs, and additional benefits information can be found here. #J-18808-Ljbffr Eacademy Sanofi