AI Workforce Strategy & Transformation Leader
GE Renewable Energy Power and Aviation
Cincinnati, OH
Job Description Summary The AI Workforce Strategy & Transformation Leader leads the development of a forward-looking workforce strategy in the context of artificial intelligence, ensuring the organization is prepared for how work, roles, and skills will evolve. This role goes beyond enabling adoption of AI tools to define how AI will reshape the workforce itself-including what work will be automated, augmented, or newly created. This role partners with HR, business, and technology leaders to anticipate future workforce needs, redesign roles and job architectures, and build a roadmap for workforce transformation. The role connects enterprise AI strategy with workforce strategy, ensuring the organization is proactively preparing for emerging roles, evolving skill requirements, and shifts in how work is performed. Success in this role means the organization is not only adopting AI-but also 1) actively redesigning work to unlock innovation, agility, productivity and long-term competitive advantage and 2) building and deploying a customer-focused, super-charged AI Operating Model. Please note, preferred work location is Evendale, OH, however, remote employment will also be considered. Job Description Essential Responsibilities:
- Define how AI will impact the organization's workforce, including shifts in roles, skills, and capacity needs
- Develop a forward-looking workforce strategy that aligns with enterprise and AI priorities
- Identify which types of work will be automated, augmented, or newly created
- Partner with HR and business leaders to redesign roles, job families, and career pathways in an AI-enabled environment
- Identify emerging roles and capabilities the organization will need to build or acquire
- Evaluate roles that may decline or fundamentally change due to AI adoption
- Lead initiatives that redesign how work gets done, focusing on task-level transformation-not just role-level change
- Identify opportunities to reallocate human effort toward higher-value, judgment-based, or creative work
- Support organizational redesign efforts that align people, processes, and AI capabilities
- Serve as the architect of the talent and organizational strategy required to deliver enterprise and AI priorities
- Translate business and AI strategy into clear talent implications across roles, structures and capabilities
- Partner with senior leaders to define evolve operating models that enable scalable, AI-driven ways of working
- Ensure AI adoption efforts are aligned to workforce strategy and role evolution
- Provide guidance on how AI should be embedded into workflows in a way that supports role redesign
- Partner with enablement teams to connect tool adoption with meaningful work transformation
- Develop workforce scenarios based on varying levels of AI adoption and impact
- Use data and insights to model future workforce needs, including skills, roles, and capacity
- Advise senior leadership on workforce implications of AI investments and priorities
- Serve as the connective leader between AI strategy, HR strategy, and business transformation efforts
- Ensure alignment between workforce planning, talent strategy, and AI initiatives
- Collaborate with legal, risk, and governance teams on responsible workforce transformation
- Define and track metrics related to workforce evolution, including role changes, productivity gains, and skill development
- Monitor workforce sentiment and readiness related to AI-driven changes
- Continuously refine strategy based on adoption, outcomes, and business impact
- Bachelor's degree in business, human resources, organizational development, technology, or a related field
- 15+ years of experience in workforce strategy, organizational transformation, organizational design/effectiveness, HR strategy, Talent Management, and/or future-of-work initiatives
- Experience in AI, digital transformation, or automation-driven workforce change
- Experience in strategic workforce planning, job architecture design, and/or enterprise-level organizational design/change
- Demonstrated ability to translate emerging technologies into workforce and organizational implications
- Strong experience working cross-functionally across HR, technology, and business leadership
- Ability and willingness to travel at least 25%
- Graduate degree in business, organizational psychology, or a related discipline
- Familiarity with generative AI and its impact on knowledge work
- Experience in large, complex, global organizations
- Experience leading large-scale workforce or operating model transformations; organization development, design, and effectiveness (at scale + with STAR Model (or equivalent model) expertise) a major plus
- The base pay range for this position is $200,000 - 300,000. The specific pay offered may be influenced by a variety of factors, including the candidate's experience, education, and skill set. This position is also eligible for an annual discretionary bonus based on a percentage of your base salary/ commission based on the plan. This role is also equity-eligible. This posting is expected to close on April 24th, 2026.
- GE Aerospace offers comprehensive benefits and programs to support your health and, along with programs like HealthAhead, your physical, emotional, financial and social wellbeing. Healthcare benefits include medical, dental, vision, and prescription drug coverage; access to a Health Coach from GE Aerospace; and the Employee Assistance Program, which provides 24/7 confidential assessment, counseling and referral services. Retirement benefits include the GE Aerospace Retirement Savings Plan, a 401(k) savings plan with company matching contributions and company retirement contributions, as well as access to Fidelity resources and planning consultants. Other benefits include tuition assistance, adoption assistance, paid parental leave, disability insurance, life insurance, and paid time-off for vacation or illness. GE Aerospace (General Electric Company or the Company) and its affiliates each sponsor certain employee benefit plans or programs (i.e., is a "Sponsor"). Each Sponsor 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 Sponsor's welfare benefit plan or program. This document does not create a contract of employment with any individual.
Posted 2026-05-15
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