HR AI Governance PM

AT&T•Dallas, TX

3d•Onsite

About The Position

Part of the HR Product & Tech Transformation team, the HR AI Governance Program Manager is responsible for establishing and operationalizing the governance framework for the responsible use of artificial intelligence across the company as it relates to consequential people decisions. This role sits at the intersection of AI, HR, risk, technology, data, and workforce strategy, helping the organization move quickly in adopting AI while ensuring appropriate human oversight, transparency, fairness, accountability, and protection of employee data. Rather than duplicating enterprise AI risk capabilities, this leader will focus on the unique people implications of AI and ensure governance is embedded throughout the lifecycle of HR AI solutions—from idea and design through deployment and ongoing monitoring. When done well, AI governance becomes embedded into HR product and technology processes rather than functioning as a separate approval exercise.

Requirements

Strong understanding of AI and emerging agentic technologies; able to engage credibly with technical teams.
Experience translating broad policies and regulatory requirements into operational processes and controls.
Strong understanding of HR processes and the unique considerations associated with using AI in employment-related contexts.
Exceptional executive communication and influence skills.
Strong judgment and ability to balance innovation, employee impact, business value, and risk.
Demonstrated ability to lead complex, cross-functional programs involving Technology, Legal, Privacy, Risk, Data, and business stakeholders.
Significant experience in AI governance, technology governance, responsible AI, HR technology, product/program management, risk management, data governance, or related discipline.
Experience designing governance processes that enable speed and innovation rather than creating unnecessary bureaucracy.

Responsibilities

Protect Human Decision-Making: Define standards for when AI may inform, recommend, automate, or make decisions within HR processes. Establish expectations for meaningful human oversight in employment-related decisions and identify situations where AI should not independently determine an outcome. Define clear standards for the use of AI in areas such as talent acquisition, performance, talent management, learning, workforce planning, employee service, compensation, and workforce analytics. Help leaders understand appropriate boundaries between human judgment and AI-enabled decision support.
Enable Responsible Innovation: Serve as a strategic advisor rather than simply a control function. Help HR teams determine how to use AI safely, not merely whether a proposed use case should be approved. Develop practical templates, training, and decision tools that allow HR teams to innovate within clear guardrails.
Embed Governance into the AI Lifecycle: Partner with HR product and technology teams to integrate responsible AI requirements into product development and implementation processes. Establish checkpoints across intake → design → testing → approval → deployment → monitoring → retirement. Create mechanisms to help teams document intended use, affected populations, data sources, decision authority, human oversight, limitations, and appropriate controls.
Assess Workforce & Employee Impact: Partner with People Analytics, Legal, and enterprise-AI teams to establish appropriate approaches for evaluating differential outcomes and potential bias. Ensure employee experience and trust are considered alongside technical model performance.
Establish Ongoing Monitoring: Develop a framework for monitoring HR AI solutions after deployment. Define appropriate measures for model or agent performance, employee outcomes, human overrides, errors, unintended consequences, and emerging risks. Create mechanisms for issues to be surfaced, investigated, remediated, and escalated.
Govern HR AI Vendors: Partner with Procurement, HR Technology, Legal, Privacy, Security, and enterprise AI teams to evaluate AI capabilities embedded within HR vendor products. Ensure HR understands how vendor AI is being used, what data it relies upon, how outputs are generated, how potential bias is being tested, and what controls or monitoring are required.
Coordinate Across Enterprise Governance: Serve as HR’s primary point of coordination with enterprise AI governance, Legal, Privacy, Compliance, Security, Internal Audit, and other risk functions. Clarify ownership between enterprise controls and HR-specific responsibilities to minimize duplication while ensuring people-related risks have clear accountability.

Benefits

Medical/Dental/Vision coverage
401(k) plan
Tuition reimbursement program
Paid Time Off and Holidays (based on date of hire, at least 23 days of vacation each year and 9 company-designated holidays)
Paid Parental Leave
Paid Caregiver Leave
Additional sick leave beyond what state and local law require may be available but is unprotected
Adoption Reimbursement
Disability Benefits (short term and long term)
Life and Accidental Death Insurance
Supplemental benefit programs: critical illness/accident hospital indemnity/group legal
Employee Assistance Programs (EAP)
Extensive employee wellness programs
Employee discounts up to 50% off on eligible AT&T mobility plans and accessories, AT&T internet (and fiber where available) and AT&T phone