Leader, AI Workforce Intelligence

GE Aerospace•Evendale, OH

23h•$158,000 - $263,000•Remote

About The Position

GE Aerospace is developing an AI workforce strategy to prepare the organization for how work, roles, and skills will evolve with artificial intelligence. The AI workforce strategy function sits at the intersection of the CHRO and the Chief Data & AI Officer and focuses on amplifying employees’ capabilities, unlocking higher-value work, and growing human capabilities. Reporting to the Executive Director, AI Workforce Strategy & Capability, the Leader of AI Workforce Intelligence designs, builds, and delivers enterprise workforce inference data to support AI workforce strategy and AI capability building. This includes job and skills inferences, employee skills inferences, and AI fluency inferences based on AI tool usage and quality of use. The role also leads the AI workforce strategy agent architecture, including the development, training, and maintenance of utility agents, super agents, and an orchestration layer for monitoring, interpreting, and synthesizing workforce intelligence. The position establishes connected views of jobs, skills, AI projections, and workforce capability; sets enterprise standards for workforce inference and validation; and enables talent strategy through partnerships with Future of Work, Capability Building, Talent COEs, People Analytics, and HR Technology. The role owns standards, governance, and operating routines that keep skills data current, usable, and aligned across the talent ecosystem. The preferred work location is Evendale, Ohio, though remote employment will also be considered. The role requires the ability and willingness to travel at least 25%.

Requirements

Bachelor’s degree in human resources, organizational psychology, talent development, education, business, technology, or a related discipline.
8–12+ years of experience in HR, such as people analytics, talent COEs, workforce strategy, or HR technology; business intelligence/analytics; or related fields.
Experience designing data architecture and enabling intelligence infrastructure.
Experience with skills taxonomies, skills-based talent models, job architecture, data governance, or adjacent domains.
Ability to translate strategy into practical operating models, governance routines, and implementation plans.
Strong program and project management capability, including driving cross-functional initiatives in complex, matrixed environments.
Experience working cross-functionally across HR, technology, and business leadership to deliver enterprise solutions.
Ability to establish new approaches where best practices and playbooks do not exist, and to solve problems.
Ability to build credibility and influence as a collaborator with stakeholders.
Strong executive communication skills, including the ability to move from data to storytelling.
Strong systems-thinking skills and ability to connect strategy with underlying technology and anticipate downstream needs or issues.
Ability and willingness to travel at least 25%.
Must be legally authorized to work in the United States.
Must be able to establish U.S. Person status as a U.S. lawful permanent resident, U.S. citizen, or person granted asylee or refugee status, because the role requires access to U.S. export-controlled information.

Nice To Haves

Advanced degree in Human Resources, Organizational Development, Business, Industrial/Organizational Psychology, Strategy, or a related field.
Working knowledge of AI inference and talent intelligence.
Working knowledge of AI agents and applying agentic capabilities to data monitoring, interpretation, and synthesis.
Experience building or scaling organizational design, organizational effectiveness, strategic workforce planning, or workforce transformation capabilities at enterprise scale.
Experience operating in complex, matrixed, regulated, or global organizations.
Experience applying talent intelligence and data-based decision-making.
Deep expertise in measurement strategies, ROI, and demonstrating impact.
Ability to facilitate senior-level decision-making, synthesize complex inputs, and build 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.
Strong consulting orientation, systems thinking, business acumen, financial orientation, and ability to simplify complexity for different audiences.
Demonstrated change leadership, including helping leaders build adoption plans for new structures, operating models, workforce strategies, or ways of working.

Responsibilities

Establish AI workforce intelligence for the enterprise.
Establish a job and work AI inference foundation at the task level, connected to skills, and account for AI’s interaction with those skills and tasks.
Establish an employee capability AI inference foundation by connecting employee profiles with skills and accounting for AI’s interaction with those skills.
Architect a capability constellation that connects jobs, skills, AI projections, and workforce capability to inform employee capability growth and development investments.
Integrate multi-source indicators of AI fluency, personalized to the job and work AI inference foundation.
Set enterprise standards for workforce inference and establish validation approaches and confidence thresholds.
Lead the design and implementation of the AI workforce strategy agent architecture.
Design, train, and maintain utility agents, super agents, and an orchestration layer covering internal and external skills and job trends, talent supply, AI projection, AI workforce strategy, AI fluency, and workforce-planning supplementation.
Partner with Future of Work and Capability Building stakeholders to optimize projections and the utility of the intelligence layer and agents.
Partner with Talent COE teams to integrate skills into talent systems, career architecture, and internal mobility programs.
Own the standards, governance model, and operating routines that keep skills data current, usable, and aligned across the talent ecosystem.
Work closely with People Analytics, HR Technology, and Talent COE leaders to ensure skills are consistently defined, governed, and applied across key talent processes.

Benefits

Medical, dental, vision, and prescription drug coverage
Health Coach access
Employee Assistance Program with confidential assessment, counseling, and referral services
GE Aerospace Retirement Savings Plan, including a 401(k) savings plan with company matching and company retirement contributions
Fidelity resources and planning consultants
Tuition assistance
Adoption assistance
Paid parental leave
Disability insurance
Life insurance
Paid time off for vacation or illness
Annual discretionary bonus
Equity eligibility
Relocation assistance
Professional development