Lead, AI Enablement

Sphera

3d•$131,000 - $209,000

About The Position

Sphera is hiring a Lead, AI Enablement to deliver and scale its AI enablement program across the business. The role develops learning experiences for employees at all proficiency levels, from foundational AI literacy and prompting through workflow integration and agent building, with content tailored to each function’s work. The Lead runs the live learning cadence and builds an AI Champion Network to extend enablement across functions, regions, and levels. The role partners with department leaders to understand workflows, create department-specific plans, set adoption targets, and monitor progress and obstacles. It also partners with HR, People Ops, and L&D to integrate AI proficiency into the employee lifecycle, support adoption communications and change management, and co-own mandatory learning and policy acknowledgements. The role owns adoption metrics and reporting to department leaders, HR, and the ELT.

Responsibilities

Deliver foundational training, role-specific sessions, hands-on labs, and self-paced AI learning pathways for audiences ranging from beginners to advanced builders.
Design and maintain an AI learning curriculum spanning baseline literacy, prompting fundamentals, workflow integration, and agent building, contextualized to each function’s work.
Run weekly office hours, team workshops and labs, protected practice time, and monthly showcases on schedule.
Build and lead the AI Champion Network, including nominations and selection, train-the-trainer certification, roundtables, recognition, and term-based rotation.
Progress activities from centrally led to co-facilitated to champion-led to scale the program.
Serve as the enablement partner to every department by meeting with function leaders, understanding workflows and pain points, co-designing department-specific plans, and agreeing adoption targets.
Track department-by-department adoption and proficiency, identify blockers and next interventions, and escalate stalled efforts.
Partner with HR and People Ops to embed AI proficiency into role definitions and job profiles, onboarding, goal-setting and performance conversations, career pathways, and internal mobility.
Work with HR on adoption change communications, including addressing job-security concerns, enabling managers to model and protect AI practice, and developing recognition programs.
Co-own mandatory learning and policy acknowledgement with HR and L&D, including completion tracking, compliance reporting, and the Learning Hub as system of record.
Own adoption metrics and reporting by defining department-specific signals with leadership, tracking engagement, capability progression, and reuse, and reporting results to function leaders, HR, and the ELT.