The AI Adoption Lead is AHEAD’s embedded human answer to the gap between AI deployment and realized value. This is a people-first, business-embedded transformation role, part change manager, part coach, and part internal consultant, dedicated to a specific business unit (BU). Reporting to the VP, Talent and Workforce Transformation, the AI Adoption Lead ensures that the business unit’s employees are genuinely ready to work alongside AI: with the right skills, redesigned roles, reimagined workflows, and the confidence to operate in a continuously evolving environment.

Duties/Responsibilities

AI Change Strategy & Adoption

Design and consult on a BU-level AI change strategy, moving employees from AI experimenters to AI accelerators

Develop and run stakeholder engagement plans, including resistance mapping and influence strategies

Build a network of champions and superusers within the BU to sustain adoption momentum

Monitor adoption signals and adjust interventions based on real-time uptake data

Address employee anxiety and build psychological safety around AI-augmented work

Role & Job Redesign

Conduct systematic task deconstruction across BU roles to identify what AI automates, augments, or creates

Redesign job descriptions and role profiles to reflect new human–AI responsibilities

Work with BU leaders to define new AI-augmented job families and career pathways

Identify roles at risk of displacement and proactively design transition pathways

Capability & Skill Building

Assess BU-level AI fluency and identify skill gaps across functions, levels, and workforce segments

Commission or co-design targeted learning programs — technical, workflow, and mindset

Integrate AI capability-building into daily workflows, not just stand-alone training events

Develop manager enablement specifically for leading AI-augmented teams

Track and report on capability uplift against BU transformation milestones

Culture & Responsible AI

Build a culture of active participation in AI transformation, not passive compliance

Surface and address fear, mistrust, and equity concerns across BU employee groups

Embed responsible AI practices, transparency, human validation, governance, into team norms

Manager Enablement

Coach and equip managers to lead AI-augmented teams, orchestrating humans and AI agents together, not just using AI tools themselves

Run dedicated BU manager learning programs focused on judgment, coaching, and human–AI workflow oversight

Adoption Measurement & Intelligence

Own the BU's AI adoption measurement framework, design and instrument metrics, not just report on them

Instrument and analyze adoption data (usage, frequency, depth) to make it accessible and actionable

Surface informal and shadow AI use within the BU and channel it into governed, productive adoption

Track adoption health across workforce segments including tenure, function, generation, and role level

Feed BU intelligence upward into the Hive Transformation Office to inform org-wide strategy

Education and Experience

Minimum Required:

Master's or PhD in Industrial-Organizational Psychology, Organizational Behavior, or a related field - or equivalent applied experience

4-8 years in change management, internal or management consulting, HR transformation, org effectiveness, or related people and OD roles

Demonstrated experience leading large-scale technology or digital transformation from the people side

Strong grasp of change management frameworks and ability to adapt them to AI contexts

Experience in role design, job architecture, or organizational assessment

Ability to build trust and credibility with business unit leaders and frontline employees as a consultative thought partner

Data literacy with comfort using adoption metrics and workforce analytics to drive decisions

Personal proficiency with AI tools and genuine enthusiasm for AI-augmented work

Preferred:

Experience embedded in a business unit or in a client-facing consulting capacity (not just HR or CoE roles)

Exposure to agentic AI, automation workflow design, or human-in-the-loop process redesign

Background in learning & development or capability-building at scale

Applied experience in assessment, survey design, or behavioral measurement

Industry knowledge aligned to the target business unit

Certification or coursework in AI transformation leadership

The compensation range indicated in this posting reflects the On-Target Earnings (“OTE”) for this role, which includes a base salary and any applicable target bonus amount. This OTE range may vary based on the candidate’s relevant experience, qualifications, and geographic location.

Why AHEAD:

Through our daily work and internal groups like Moving Women AHEAD and RISE AHEAD, we value and benefit from diversity of people, ideas, experience, and everything in between.

We fuel growth by stacking our office with top-notch technologies in a multi-million-dollar lab, by encouraging cross department training and development, sponsoring certifications and credentials for continued learning.

USA Employment Benefits include:

- Medical, Dental, and Vision Insurance

- 401(k)

- Paid company holidays

- Paid time off

- Paid parental and caregiver leave

- Plus more! See benefits https://www.aheadbenefits.com/ for additional details.

Use of AI:

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, assessing responses, or to capture recordings and create transcriptions or summaries during interviews. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans.

If you would like more information about how your data is processed, please refer to the Candidate Privacy Notice or contact us at privacy@ahead.com.

You may opt-out of the review or analysis of your application and resume by AI tools by using the General Application. Please include the role you wish to apply for in the Additional Information field. You may also choose to opt-out of recording and transcription at any time, including after joining an interview. Candidates will not be penalized for choosing to opt-out.

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