Principal AI Learning & Enablement Partner

Match Group is seeking a Principal AI Learning & Enablement Partner to accelerate how AI is adopted and applied across the organization. This role operates at the intersection of learning, AI, and business operations – connecting brand‑level innovation with scaled enablement across Match Group. You will partner closely with AI Brand Leads, business leaders, and functional teams to translate emerging AI capabilities into practical, role‑specific applications that drive meaningful behavior change. This role plays a critical part in ensuring employees move beyond basic usage to more advanced, integrated applications of AI in their day‑to‑day work. This is not a traditional L&D role. It is a cross‑brand enablement role focused on surfacing what’s working, scaling best practices, and accelerating adoption across a decentralized ecosystem. This role may travel to key hub cities including Dallas, LA, New York, Vancouver, and Paris. When it comes to dating, the connection starts online, but the real magic happens once you meet in real life (IRL). We think the same is true for creating the best teams, so we work together IRL in our LA, Palo Alto, or San Francisco office 3 days/week. What You'll Do Shape the AI Enablement Strategy This role is built for someone who wants to actively shape how AI takes hold at Match Group – not just execute on requests, but bring real perspective. Develop and maintain a company‑wide AI learning roadmap, identifying where AI can create the most meaningful business impact across functions. Serve as a strategic advisor to business leaders, translating organizational goals into targeted AI priorities and phased adoption plans. Synthesize signals from across the business (adoption trends, emerging tools, team needs) to inform and evolve the enablement approach. Influence how Match Group thinks about AI as a competitive capability – not just a productivity tool – and help shape the long‑term vision for an AI‑native workforce. Partner with Business Leaders to Drive Impact Build trusted relationships with senior leaders and functional teams to understand their highest‑priority challenges and co‑create AI solutions. Lead discovery and scoping conversations that translate business problems into concrete AI use cases with measurable outcomes. Act as the connective tissue between technical capabilities and business needs – bridging what’s possible with what matters. Drive alignment across stakeholders on adoption priorities, sequencing, and success metrics. Build & Activate AI Capability Across the Organization Own the middle layer of AI enablement – the space between introductory training and deep technical work – where real behavior change and workflow integration happen. Design and deliver hands‑on learning experiences grounded in real business scenarios, moving employees from basic usage to advanced, integrated application. Build scalable resources – playbooks, prompt libraries, workflows, toolkits – that embed AI into how people actually work. Close adoption gaps by identifying underutilizing teams and designing targeted enablement approaches, especially for non‑technical employees and late adopters. Partner with and coordinate internal SMEs and external vendors to deliver high‑quality, role‑specific training – this role enables teams to execute, it doesn’t deliver everything itself. Track adoption and impact: usage, behavior change, and efficiency gains. Embed AI into Talent & Culture Identify strategic opportunities to integrate AI into core Talent & Culture programs, including learning, performance management, and career development. Influence how Talent Management and Learning programs are redesigned with AI at their core – from AI‑supported goal setting and development planning to feedback and coaching. Experiment with and scale AI‑enabled solutions that meaningfully improve efficiency and employee experience. Inform Tool Adoption (Advisory Role) Provide the AI Council with practical, employee‑centered perspectives on AI tool adoption, scalability and usability based on business needs and employee experience. Advise on pilot and rollout strategies by bringing an enablement, adoption and employee experience perspective to tool evaluations. Gather and synthesize employee feedback, usage insights and adoption considerations to help inform rollout decisions and guidance. Translate the capabilities of vetted, approved tools into practical workflows, use cases and enablement resources. Build the AI Enablement Ecosystem Architect and maintain a centralized AI enablement hub – a go‑to resource for best practices, self‑serve learning, and just‑in‑time guidance. Curate external learning resources and vendor partnerships that accelerate capability building at scale. Ensure content evolves continuously alongside new tools and internal use cases. Champion Responsible AI Partner with Legal, IT, and Communications to ensure all enablement includes clear, practical guidance on responsible and safe AI use. Align enablement efforts with internal governance and tool policies. Support structured onboarding and learning rollout for new AI tools. Measure What Matters Define and track adoption, engagement, and effectiveness metrics that demonstrate business impact – not just activity. Use data and feedback to continuously sharpen the strategy and improve the quality of enablement. Share insights and adoption trends with senior leaders to inform ongoing investment decisions. What We're Looking For 7+ years of experience spanning AI, product, strategy, enablement, learning & development, or a related field – with a track record of driving organizational change. Demonstrated experience influencing senior leaders and driving cross‑functional alignment without formal authority. Experience building or owning a strategic roadmap – whether for a product, capability, or organizational initiative. Hands‑on fluency with AI tools (e.g., Claude, Glean, Cursor, Gemini, ChatGPT) and a genuine curiosity about what’s coming next. Strong ability to translate technical capabilities into business language and practical, role‑specific workflows. Proven ability to move organizations from awareness to adoption – identifying gaps, designing interventions, and measuring outcomes. Comfortable operating in ambiguity as a first‑of‑kind role; able to build structure and momentum without a pre‑existing playbook. Experience working with or enabling technical teams (e.g., Engineering, Product, Data) alongside business and people functions. Salary: $180,000–$230,000 per year (reflective of Los Angeles, CA). Salary range for San Francisco, CA & Palo Alto, CA is $200,000–$250,000. For all other locations, this salary may be subject to a geographic adjustment according to a specific city and state. When posting, note that factors such as scope and responsibilities of the position, candidate's work experience, education/training, job‑related skills, internal peer equity, as well as market and business considerations may influence base pay offered. Why Match Group? Mind & Body: Medical, mental health, and wellness benefits to support your overall health and well‑being. Financial Wellness: Competitive compensation, 100% employer match on 401(k) contributions up to 10% (cap at $10,000), and an employee stock purchase program. Unplug: Generous PTO and 14 paid holidays so you can unplug. Career: Annual training allowance for professional development and ERG membership opportunities and events. Family: 20 weeks of 100% paid parental leave, fertility, adoption, and child‑care resources, as well as pet insurance and discounts. Company Gatherings: We host company events where employees get to know each other and build a sense of connection and belonging. We are proud to be an equal‑opportunity employer and we value the rich dynamics that diversity brings to our company. We do not discriminate on the basis of race, religion, color, creed, national origin, ancestry, disability, marital status, age, sexual orientation, sex (including pregnancy and sexual harassment), gender identity or expression, uniformed service or veteran status, genetic information, or any other legally protected characteristic. Period. If you require a reasonable accommodation to participate in the hiring process — such as during pre‑employment testing or interviews — please indicate this by selecting “Yes” in the accommodation request field. We’ll reach out to discuss your needs if you're selected for the interview stage. #J-18808-Ljbffr