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.
Required Qualifications
- Bachelor’s degree required; advanced degree in Human Resources, Organizational Development, Learning, Business, Technology, or related field preferred.
- 8+ 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.
Preferred Experience
- 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
- 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.
Why Join GE Vernova?
This role helps shape how a global energy company brings AI into the HR function—building the skills, community, and solutions that make adoption real. You’ll work alongside a small set of peers redefining how HR operates, with visibility across HRLT and the businesses we serve. If you want to build something durable in a domain that’s still being defined, this is the seat.
Additional InformationGE Vernova offers a great work environment, professional development, challenging careers, and competitive compensation. GE Vernova is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.
GE Vernova will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditioned upon the successful completion of a drug screen (as applicable).
Relocation Assistance Provided: No
For candidates applying to a U.S. based position, the pay range for this position is between $105,800.00 and $176,400.00. The Company pays a geographic differential of 110%, 120% or 130% of salary in certain areas. The specific pay offered may be influenced by a variety of factors, including the candidate’s experience, education, and skill set.
Bonus eligibility: discretionary annual bonus.
This posting is expected to remain open for at least seven days after it was posted on May 29, 2026.
Available benefits include medical, dental, vision, and prescription drug coverage; access to Health Coach from GE Vernova, a 24/7 nurse-based resource; and access to the Employee Assistance Program, providing 24/7 confidential assessment, counseling and referral services. Retirement benefits include the GE Vernova Retirement Savings Plan, a tax-advantaged 401(k) savings opportunity with company matching contributions and company retirement contributions, as well as access to Fidelity resources and financial planning consultants. Other benefits include tuition assistance, adoption assistance, paid parental leave, disability benefits, life insurance, 12 paid holidays, and permissive time off.
GE Vernova Inc. or its affiliates (collectively or individually, “GE Vernova”) sponsor certain employee benefit plans or programs GE Vernova reserves the right to terminate, amend, suspend, replace, or modify its benefit plans and programs at any time and for any reason, in its sole discretion. No individual has a vested right to any benefit under a GE Vernova welfare benefit plan or program. This document does not create a contract of employment with any individual.
Skills Required
- Bachelor's degree required
- 8+ years of experience in HR enablement or related fields
- Hands-on familiarity with generative AI tools
GE Vernova Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about GE Vernova and has not been reviewed or approved by GE Vernova.
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Retirement Support — The 401(k) plan includes company matching contributions and additional company retirement contributions, with access to Fidelity resources and financial planning consultants. Feedback suggests this structure supports long-term savings beyond a basic match.
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Parental & Family Support — Paid parental leave is available with flexible, continuous or non-continuous usage, and is complemented by adoption resources and Work/Life Connections guidance. Maternity leave is described as extended relative to typical workplace norms.
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Leave & Time Off Breadth — Time-off programs include 12 paid holidays, permissive time off for many salaried roles, and dedicated personal, illness, and caregiving time for U.S. new hires. Some hourly roles start with a defined PTO bank, while other roles may offer unlimited time off.
GE Vernova Insights
What We Do
GE Vernova is a planned purpose-built company on a mission to electrify the planet while simultaneously working to decarbonize it. If we want our energy future to be different…we must be different. Our mission is embedded in our name. We retain our treasured legacy, “GE,” in our name as an enduring and hard-earned badge of quality and ingenuity. “Ver” / “verde” signal Earth’s verdant and lush ecosystems. “Nova,” from the Latin “novus,” nods to a new, innovative era of lower carbon energy that GE Vernova will help deliver. GE Vernova brings together GE’s portfolio of energy businesses including Power, Wind, Electrification and Digital businesses. With focus, GE Vernova is accelerating the path to more reliable, affordable, and sustainable energy, while helping our customers power economies and deliver the electricity that is vital to health, safety, security, and improved quality of life. Together, we have The Energy to Change the World.
Why Work With Us
Join our team, to evolve and grow, surrounded by some of the brightest minds in the industry who help you get better every day. You’ll get the chance to rewrite the rules, work on cutting-edge technology, and be part of a global team for positive change.
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