AI Enablement Lead

AI Enablement Lead

We are looking for an AI Enablement Lead to help build and scale how our organization works with AI. This role sits within People & Culture because our opportunity with AI is fundamentally about people, capability, and how work gets done. The AI Enablement Lead will be responsible for building the skills, habits, systems, and community that enable employees to use AI effectively, responsibly, and consistently across the company.

This is not an AI engineering role. Instead, this person will operate at the intersection of AI, learning, organizational change, and business transformation. A core part of the role will be building and leading our AI Superteam: a cross-functional network of AI experts and champions embedded within each department. These individuals will maintain their existing functional reporting lines while having a dotted-line relationship to the AI Enablement Lead. Together, this network will identify opportunities, test new ways of working, share best practices, and scale high-impact AI use cases across the organization.

The ideal candidate is both AI-fluent and highly people-oriented. They do not need to be the deepest technical AI expert in the company. They need to understand what AI can enable, translate that into practical changes in how people work, and bring people together to make those changes stick.

What You'll Do

AI Enablement Strategy

• Develop and execute a company-wide strategy for AI capability, adoption, and enablement in partnership with leadership, Technology, Security, Legal, and business teams.
• Identify the skills, behaviors, and ways of working employees will need as AI becomes increasingly embedded in our work.
• Build a practical roadmap for moving the organization from AI awareness to meaningful adoption and measurable impact.

AI Superteam

• Build, coordinate, and lead a cross-functional AI Superteam made up of designated AI experts from across the organization.
• Establish a clear operating model, expectations, priorities, and cadence for the Superteam.
• Create a forum where teams can share experiments, successful use cases, challenges, and emerging AI practices.
• Partner with department AI experts to identify high-value opportunities and help move promising experiments from individual use cases into scalable organizational practices.
• Create mechanisms for knowledge-sharing so that an AI innovation in one function can be discovered and adapted by others.

Learning & Capability Building

• Design and deliver role-based AI learning experiences for employees, managers, and leaders.
• Build practical resources such as playbooks, use-case libraries, prompt frameworks, guides, workshops, and office hours.
• Help employees develop the judgment required to evaluate AI-generated work for accuracy, quality, usefulness, completeness, and appropriate human review.
• Develop AI learning pathways that evolve as tools and organizational needs change.

Adoption & Change Management

• Drive adoption of AI tools and new AI-enabled ways of working across the organization.
• Partner with leaders and teams to identify where AI can meaningfully improve productivity, quality, decision-making, or employee experience.
• Help teams move beyond experimentation toward sustainable changes in workflows and operating practices.
• Identify and address barriers to adoption, including capability gaps, confidence, behavior, process friction, and unclear expectations.

Measurement & Continuous Improvement

• Define and track meaningful measures of AI adoption, capability, and impact.
• Assess where employees and teams are making effective use of AI and where additional enablement is required.
• Gather feedback and insights from the AI Superteam and broader employee population to continuously improve our AI strategy and programs.
• Share progress, learnings, and recommendations with senior leadership.

What This Role Does, and Does Not, Own

The AI Enablement Lead owns organizational AI capability and adoption.

This includes:

• AI learning and enablement
• AI adoption and change management
• AI community and the AI Superteam
• Cross-functional knowledge sharing
• Role-based AI capability development
• Measurement of AI readiness, adoption, and impact
• Identification and scaling of proven AI practices

This role does not independently own:

• AI product or software engineering
• Enterprise AI architecture
• Cybersecurity or data security controls
• Legal or privacy policy
• Technical procurement or infrastructure

The AI Enablement Lead will partner closely with the teams responsible for these areas to ensure that employee enablement and technical governance evolve together.

How the AI Superteam Works

Each major function will designate an AI Expert/AI Champion who remains embedded within their department while maintaining a dotted-line relationship to the AI Enablement Lead.

These departmental AI experts will:

• Identify AI opportunities within their function
• Experiment with new tools and workflows
• Help colleagues adopt effective AI practices
• Bring functional challenges and learnings to the Superteam
• Share successful use cases across the organization
• Partner on cross-functional AI initiatives
• Help identify emerging skills and capability needs within their function

Together, the AI Enablement Lead and AI Superteam will create a united model of AI innovation and enablement: close enough to the business to understand real needs, but connected enough to scale what works.

What Success Looks Like

In the first 12–24 months, success could include:

• A functioning AI Superteam with strong participation across key functions
• Clear AI capability expectations and learning pathways for employees
• Meaningful growth in employee confidence and effective AI usage
• A growing library of validated, high-impact AI use cases
• AI practices successfully scaling across multiple departments
• Managers increasingly incorporating AI into how work is designed and delegated
• Evidence that AI is improving productivity, quality, speed, or employee experience
• A clear understanding of the skills and capabilities our workforce will need as AI continues to evolve

The Profile We Are Looking For

• You are someone who gets excited about what AI makes possible for people.
• You are comfortable experimenting with new technology, but you are equally interested in the organizational challenge of helping hundreds of people adopt it effectively.
• You are a connector: you naturally bring together people, ideas, and teams.
• You don't need to have all the answers yourself. You know how to find the people who do, create the right environment for experimentation, identify what works, and turn individual innovation into organizational capability.
• Most importantly, you believe that the biggest AI opportunity is not simply giving people better tools, it is helping people work differently and better because those tools exist.

A Little Bit About You

• You're naturally curious and a self-starter, always exploring what's possible, experimenting with new ideas, and turning what you learn into action without waiting for direction.
• 4+ years of experience in learning & development, organizational development, enablement, change management, transformation, or a related field
• Demonstrated experience designing and scaling organizational learning or capability programs
• Experience driving adoption of new technologies, processes, or ways of working
• Experience working cross-functionally with senior stakeholders and distributed teams
• Experience building communities of practice, champion networks, or similar grassroots enablement models is highly valued
• Strong practical understanding of generative AI and modern AI tools
• Hands-on experience using AI to improve real-world knowledge work
• Ability to distinguish between interesting AI experimentation and genuinely valuable business applications
• Strong understanding of responsible AI use, including human oversight, data considerations, quality, and appropriate judgment
• Curiosity and comfort operating in a rapidly changing technology landscape
• Exceptional facilitator and communicator
• Strong change-management instincts and a bias toward experimentation and learning

Security Requirements

• Candidates must undergo a criminal records