Executive Leader, AI Work Design & Architecture

GE Aerospace • Evendale, OH

5d • $200,000 - $300,000 • Remote

About The Position

GE Aerospace is developing an AI workforce strategy to prepare the organization for changes in work, roles, and skills as artificial intelligence advances. The AI workforce strategy function operates at the intersection of the CHRO and the Chief Data & AI Officer. Reporting to the Executive Director, AI Workforce Strategy & Capability, the Leader—AI Work Design & Architecture guides enterprise design of future work, including how work is composed between people and AI agents. Using the enterprise job taxonomy, AI inference, and market research, the role projects how AI will interact with jobs, tasks, and skills and leads enterprise job heatmapping. The leader partners with HR, business, and technology leaders to identify ways AI can amplify human work and surface opportunities relevant to investment, organizational design, and talent redeployment.

The role owns ongoing projections of AI’s interaction with tasks, forecasts changes across jobs, and leads work redesign alongside AI investments by the Office of the Chief Data and AI Officer. It also leads external market perspective on AI capabilities and human-agent interaction, capability-demand forecasting, enterprise job taxonomy and governance, and career pathways that support AI-related talent redeployment. In partnership with business, HR, technology, and integrated talent leaders, the role provides evidence and skills projections to inform organizational design, team composition, employee and team capacity, and downstream technology implications.

The preferred work location is Evendale, Ohio, though remote employment will also be considered. The position requires the ability and willingness to travel at least 25%. Access to U.S. export-controlled information requires the employee to establish U.S. Person status as defined in the posting. Employment is limited to people legally authorized to work in the United States and is contingent on successful completion of a drug screen, as applicable. Employees may also be subject to random and reasonable-suspicion drug and alcohol testing.

Requirements

• Bachelor’s degree in business, human resources, organizational development, industrial-organizational psychology, technology, or a related discipline.
• 12 or more years of experience across job architecture, work design, organizational design or effectiveness, and workforce strategy, including accountability for an enterprise-wide job or work-design outcome.
• Experience designing job taxonomies, decomposing work at task level, and translating emerging technology into workforce and organizational implications.
• Demonstrated accountability for a method, specification, or standard adopted outside the candidate’s reporting line.
• Deep working knowledge of talent market intelligence or talent market research and its application to enterprise strategies.
• Ability to facilitate senior-level decision-making, synthesize complex inputs, and develop executive-ready narratives that clarify choices, risks, and tradeoffs.
• Knowledge of future-of-work trends, workforce transformation, operating-model evolution, skills-based workforce practices, location strategy, and automation- or AI-enabled workforce implications.
• Experience delivering organizational design consultatively with business leadership.
• Experience assessing external technology or AI solution capabilities against operational use, including independent judgment of vendor claims.
• Experience working cross-functionally across HR, technology, and business leadership in a large, complex organization.
• Experience leading a team, including hiring, developing, and directing senior professionals.
• Ability to establish new approaches where best practices and playbooks do not exist and to solve problems.
• Ability to build credible influence as a collaborator with stakeholders.
• Strong executive communication skills, including moving from data to storytelling.
• Strong systems-thinking ability to connect strategy and technology and anticipate downstream needs or issues.
• Ability and willingness to travel at least 25%.
• Ability to establish U.S. Person status as defined in the posting, due to access to U.S. export-controlled information.
• Legal authorization to work in the United States.

Nice To Haves

• Graduate degree in business, organizational psychology, industrial-organizational psychology, or a related discipline; peer-reviewed publication is a plus.
• Working knowledge of strategic workforce planning.
• Experience applying talent intelligence and data-based decision-making.
• Deep expertise in measurement strategies, ROI, and demonstrating impact.
• Organizational design and effectiveness depth at scale, including STAR Model or equivalent expertise.
• Ability to design new strategies and methodologies where best practices and playbooks do not exist.
• Experience in an environment where job definitions carry contractual or regulatory weight.
• Fluency with job-data systems of record and understanding of their capabilities and limitations.
• Working knowledge of generative AI and agentic systems and their effects on knowledge and technical work.
• Experience working with legal, privacy, and employee-representation counterparts on the representation of jobs and tasks.
• External publication or presentation on work design, job architecture, or the future of work.

Responsibilities

• Own ongoing projections of how AI interacts with tasks, including augmentation, automation, and expansion.
• Synthesize and heatmap forecasted AI-related changes to jobs across the enterprise.
• Lead work redesign alongside AI investments by the Office of the Chief Data and AI Officer.
• Lead the enterprise perspective on external developments in AI capability, human-agent interaction, and job design.
• Lead AI and adjacent-capability demand forecasting.
• Establish the skills and proficiencies required for jobs across the enterprise taxonomy and forecast how AI interacts with those skills.
• Infer adjacent and prerequisite skills for redesigned jobs to inform capability building and talent redeployment career pathways.
• Own market-informed job titles, job families, and role profiles as enterprise architecture, including their change-control process.
• Lead transformation of the job taxonomy toward an enterprise catalog and governance structure.
• Develop enterprise career pathways leveraging adjacent skills to support talent redeployment when AI efficiency or job redesign creates opportunities to move into adjacent work.
• Partner consultatively with business, HR, technology teams, and integrated talent leaders on organizational design when roles change because of AI, bringing task evidence and skills projections.
• Consult on team composition, employee and team capacity, and downstream technology implications.
• Lead a team, including hiring, developing, and directing senior professionals.

Benefits

• Annual discretionary bonus based on a percentage of base salary or commission according to the applicable plan.
• Equity eligibility.
• Medical, dental, vision, and prescription drug coverage.
• Access to a Health Coach.
• Employee Assistance Program with confidential assessment, counseling, and referral services.
• GE Aerospace Retirement Savings Plan with a 401(k) savings plan, company matching contributions, and company retirement contributions.
• Access to Fidelity resources and planning consultants.
• Tuition assistance.
• Adoption assistance.
• Paid parental leave.
• Disability insurance.
• Life insurance.
• Paid time off for vacation or illness.
• Relocation assistance.
• Professional development.

What This Job Offers

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