Director of Digital Acceleration

Cox Communications • Atlanta, GA

4d • Hybrid

About The Position

The Director of Digital Acceleration leads the people side of Cox Enterprises’ digital transformation within People Solutions (HR), accelerating digital capabilities, ensuring compliance, and building workforce readiness for next-generation AI systems and tools. This role leads the coordination and execution of key digital initiatives that modernize HR functions and supported businesses. The Director partners closely with employees and business leaders across Cox, HR Leadership, HR Technology, and Integrated Business Technologies (IBT) to deliver sustainable, compliant digital and AI-enabled solutions. This role applies structured Project Management (PMI) and Organizational Change Management (OCM) methodologies, combined with strong AI literacy, to drive transformation from a product‑ and lifecycle-based perspective. This position emphasizes sustainable change through ongoing reinforcement, reskilling, workflow redesign, and feedback loops to enable adoption, reduce resistance, and build workforce capability for an AI-augmented future. The role blends traditional project and change management with human-centered design and workforce enablement. The Director reports to the Senior Vice President, HR Technology & People Analytics, and plays a principal role in providing digital acceleration expertise across Cox’s evolving AI and digital HR ecosystem. This position involves significant interaction with senior leadership and cross-functional partners.

Requirements

• Bachelor’s degree in information technology or Business-related degree and 10 years of experience in a related field. The right candidate could also have a different combination, such as a master’s degree in information technology or a business-related degree and 8 years’ experience; a Ph.D. in Information Technology or a business-related degree and five years of experience in a related field; or 14 years of experience in a related field.
• 5+ years' experience in a management or leadership role
• 5+ years of organizational project and change management experience.
• Experience with large-scale digital transformation initiatives, including automation, AI, and advanced analytics.
• Strong understanding of AI concepts, including machine learning basics, generative and agentic AI, model limitations, and data quality.
• Demonstrated ability to translate complex technical topics into accessible business language.
• Experience working across technology and business functions in matrixed environments.
• Excellent communication, presentation, facilitation, and stakeholder management skills.
• Applicants must currently be authorized to work in the United States for any employer without current or future sponsorship. No OPT, CPT, STEM/OPT, or visa sponsorship now or in the future.
• AI literacy and curiosity
• Cross‑functional collaboration
• Process and workflow analysis
• Agile and iterative delivery
• Empathy and human‑centered communication
• Scenario planning and risk awareness
• Coaching and enablement mindset
• Critical thinking and problem‑solving skills

Nice To Haves

• PMI or equivalent certifications.
• Prosci/ADKAR or equivalent change management certifications.
• AI workforce transformation certifications.
• Exposure to UX, service design, or process redesign methodologies.
• Experience implementing digital tools at scale.
• Background in HR, product management, transformation, or workforce strategy.
• Demonstrated strategic and hands‑on leadership ability to lead multiple workstreams and deliver results in a dynamic environment.

Responsibilities

• Technical Project Management Provides enterprise‑scale project leadership, overseeing end‑to‑end delivery and advising leadership on evolving business needs. Conducts or leads studies to assess the economic, technical, and organizational feasibility of proposed technologies or changes. Advises and influences executive leaders by translating complex technical and AI concepts into clear business guidance and resolving critical issues.
• Workforce Impact Analysis Leads role‑impact assessments and development of role‑impact heatmaps. Partners with HR to define skills, training requirements, and capability‑building plans. Supports leaders in workforce planning related to AI‑enabled roles.
• Stakeholder Engagement & Alignment Partners with cross‑functional leaders in HR, IBT, Legal, Risk, Finance, and business units. Facilitates alignment on priorities, responsible AI practices, data governance, and risk constraints. Provides executive‑level briefings and clear business translations of AI‑driven changes.
• Human‑AI Workflow Design Collaborates with process owners to redesign workflows that integrate AI tools effectively. Supports development of user guidelines, decision boundaries (human vs. AI), escalation paths, and guardrails. Ensures human‑AI interactions are intuitive, safe, and well‑understood.
• Change Strategy & Planning Develops and executes AI change strategies, including adoption roadmaps, readiness assessments, and enterprise communications in partnership with Corporate Communications. Identifies organizational impacts, including workflow changes, skill shifts, role redesign, and policy updates.
• Communication & Education Partners with HR to define skills and capability needs and oversees development and delivery of training, user guides, demos, and coaching for leaders and employees.
• Risk, Ethics, and Responsible AI Partners with Legal, Compliance, and Data teams to embed responsible AI principles into rollout plans. Supports change practices that emphasize data privacy, transparency, fairness, and policy adherence.
• Continuous Improvement & Adoption Tracking Establishes change milestones and monitors adoption metrics, feedback, and employee sentiment to continuously refine training, workflows, and communications.

Benefits

• The Company offers eligible employees the flexibility to take as much vacation with pay as they deem consistent with their duties, the company’s needs, and its obligations; seven paid holidays throughout the calendar year; and up to 160 hours of paid wellness annually for their own wellness or that of family members.
• Employees are also eligible for additional paid time off in the form of bereavement leave, time off to vote, jury duty leave, volunteer time off, military leave, and parental leave.
• Benefits of working at Cox may include health care insurance (medical, dental, vision), retirement planning (401(k)), and paid days off (sick leave, parental leave, flexible vacation/wellness days, and/or PTO).

What This Job Offers

• Job Type: Full-time
• Career Level: Director