HR AI Enablement & Innovation Program Manager

Job Description SummaryAt GE Vernova, we’re focused on accelerating the energy transition by helping the world electrify and decarbonize. As the business evolves, we are also reimagining how HR works - embedding AI into how we serve our people leaders, employees, the business, and ourselves. Our HR function is moving from early experimentation to disciplined adoption, and we’re investing in the people, practices, and use cases that will make that shift real.
We are seeking an HR AI Enablement & Innovation Program Manager to drive how the HR function builds AI fluency, scales practical AI solutions, and learns from itself. This role sits within HR Enablement & Simplification and connects HR teams to the AI capabilities that amplify their work.
This is an opportunity for a builder - someone who can shape what AI capability looks like for HR, run a function-wide community, and stand up working AI prototypes inside HR, all while partnering closely with the roles shaping AI governance, workforce transformation, and Workday AI enablement across the enterprise.

Job Description

Role Summary

The HR AI Enablement & Innovation Program Manager leads three connected workstreams for the HR function: AI fluency and skill-building, the HR AI Community of Practice, and HR AI innovation and use case incubation. Fluency is the foundation - the capability the other two pillars stand on. Without it, the community has nothing to share and innovation has no one to adopt it.

This role partners closely with the AI Governance Project Manager (responsible AI guardrails), the AI Workforce Transformation & Organizational Design Project Manager (enterprise-wide adoption and Lean), and the Workday AI Enablement Lead (Workday-native AI capability). Together, these four roles form the operating model for how GE Vernova HR adopts AI.

Key Responsibilities:

HR AI Fluency & Skill-Building

• Own and evolve the HR function’s AI learning roadmap - from foundational fluency to advanced application across HR Client Support, COEs, and HR leadership.
• Build on existing GE Vernova HR enablement assets to define what AI-specific capability looks like for HR: prompt engineering, agent orientation, responsible use, data interpretation, and human-in-the-loop judgment.
• Partner with HR4HR and Learning teams to embed AI skill-building into existing development pathways rather than creating parallel structures.
• Curate high-quality external content and translate it into GE Vernova-relevant practice, recognizing that AI fluency is increasingly built through hands-on, continuous learning rather than long formal courses.
• Increase responsible HR usage of Copilot, AMP, and other enterprise standard AI tools.

HR AI Community of Practice

• Build and operate the HR AI Community of Practice as a sustained capability - owning the cadence, content, contributors, curator network, and operating rhythm.
• Lead monthly working sessions and quarterly prototype showcases that move the function from individual experimentation to collective progress.
• Develop and steward a peer champion network across HR COEs and HR Client Support teams to create consistency in practice, accelerate adoption, and reinforce governance evenly across the function.
• Build and maintain a shared library of HR AI use cases, prompts, prototypes, playbooks, and lessons learned that any HR team can draw from.
• Measure community health and impact: participation, contribution, use case adoption, and skill progression.

HR AI Innovation & Use Case Incubation

• Partner with HR COEs and HR Client Support to identify, scope, and prototype AI solutions that solve real HR problems - service delivery, knowledge access, content generation, analytics, and decision support.
• Run a lightweight intake and triage model that routes HR use cases to the right path: Workday-native (with the Workday AI Enablement Lead), Copilot/AMP/standard tools (this role), bespoke (with DT), or “not yet” (with Governance).
• Build and maintain a working HR AI prototype portfolio - running pilots, capturing outcomes, and graduating successful prototypes into sustained capabilities.
• Apply citizen-developer principles within HR to expand who can build, recognizing that generative AI has shifted the fluency bar from technical coding to clear problem reasoning.
• Distinguish HR-internal innovation (this role’s scope) from enterprise-wide AI transformation (the AI Workforce Transformation & Organizational Design Project Manager’s scope)—partnering closely where the two intersect.

Cross-Role Partnership & Operating Discipline

• Maintain clear lanes with the AI Governance Project Manager, AI Workforce Transformation & Organizational Design Project Manager, and Workday AI Enablement Lead—translating governance principles into HR practice, surfacing organization and workforce implications, and routing technology decisions to the right owner.
• Develop and maintain an HR AI Maturity view to track fluency, adoption, innovation pipeline, and value across HR - informing investment decisions and surfacing where capability-building is working.
• Track adoption, skill-building, and value-realization metrics for HR AI work.
• Stay current on external HR AI practices and translate insights into practical recommendations.
• Review materials with labor and employment counsel before broad release of guidance, prompts, or AI-enabled HR content.

Qualifications

• Bachelor’s degree required; advanced degree in Human Resources, Organizational Development, Learning, Business, Technology, or related field preferred.
• Significant years of experience in HR enablement, learning and development, HR transformation, change management, or enterprise program management.
• Demonstrated ability to define and scale capability-building programs at scale in partnership with Learning teams.
• Hands-on familiarity with generative AI tools and a practical understanding of how AI is being applied in HR.
• Strong facilitation, community-building, and stakeholder management skills.
• Proven ability to lead cross-functional initiatives and influence without direct authority.
• Analytical, structured, and outcome-oriented approach to execution.
• Strong written and verbal communication, including the ability to translate technical concepts into clear, actionable guidance for HR audiences.

Preferred Experience

• Experience in a large, matrixed, global organization.
• Background in HR analytics, HR technology, HR operations, or HR learning and development.
• Exposure to generative AI tools (Copilot, Claude, ChatGPT, Workday AI) in an enterprise setting.
• Experience running communities of practice, champion networks, or citizen-developer programs.
• Familiarity with adult learning, instructional design, or capability-building frameworks.

What Success Looks Like

The ideal candidate is:

• A builder who turns ambiguous opportunity into structured, repeatable practice.
• A connector who can move fluently between HR practitioners, technology partners, and senior leaders.
• Comfortable in the messy middle of AI adoption - where guidance is still forming and prototypes outnumber polished solutions.
• Energized by helping others build skills, confidence, and judgment in a fast-moving domain.
• Disciplined about measurement, value realization, and operating rhythm.

Applications from job seekers who require sponsorship to work in the UK are welcome and will be considered alongside all other applications. However, non-EU/EEA candidates may not be appointed to a post if a suitably qualified, experienced and skilled EU/EEA candidate is available to take up the post, as the employing body is unlikely, in these circumstances, to satisfy the Resident Labour Market Test. For further information please visit the Work in the UK - GOV.UK - UK Border Agency website

Additional Information#LI-Remote - This is a remote positionApplication Deadline: July 09, 2026