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 DescriptionRole SummaryThe 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-BuildingOwn 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 PracticeBuild 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 IncubationPartner 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 DisciplineMaintain 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 sur