Principal (Senior Director), AI Product Management (HR Operations, Talent, and Rewards)

GSK • Boston, MA

1d • $177,750 - $325,875

About The Position

GSK's Enterprise AI team translates AI into measurable impact across major business groups. This senior individual contributor will set strategy for a portfolio of AI solutions that transform global HR Operations across the hire-to-retire lifecycle, including onboarding, employee data management, HR service delivery, payroll inputs, leave and absence, and offboarding. The role owns the forward-deployed strategy that engineering pods execute, identifying and prioritizing opportunities based on impact, feasibility, and time-to-value.

The position shapes what engineering teams build and how success is measured, without managing engineers. It combines opportunity selection, rigorous value analysis, hands-on prototyping, executive alignment, and end-to-end engagement design. The role works closely with engineering and senior HR leaders to turn transformation priorities into fundable deployments, while ensuring AI solutions are scalable, compliant, and improve rather than degrade the employee experience.

Requirements

• 15 or more years of professional experience across some combination of pharma or life sciences, AI/ML product strategy, and product management or strategy roles in technology-led organizations.
• Track record of taking at least one technology or AI initiative from problem framing through executive funding and into delivery.
• Direct involvement in HR Operations, including at least one of onboarding, employee data management, HR service delivery and case management, payroll inputs, leave and absence, or offboarding.
• Hands-on familiarity with modern AI/ML concepts, including LLMs, agentic systems, digital workers, the ML lifecycle, and data and evaluation patterns, demonstrated through prototyping.
• Experience as an individual contributor without direct reports, influencing engineering and business teams through frameworks and documented decision criteria.
• Product management or product strategy background, including opportunity sizing, roadmap development, prototyping, and stakeholder alignment.
• Working knowledge of HR technology and data systems such as Workday, SAP, or comparable platforms, as well as case-management and knowledge platforms and employee-data quality, ownership, and integration issues.
• Direct involvement in HR service-delivery operating models, including tiered service models, service-level and cost-to-serve measures, and appropriate use of automation and AI without degrading employee experience.
• Working knowledge of regulatory and ethical constraints on AI in HR, including GDPR and local equivalents, works council consultation, the EU AI Act's high-risk classification for employment-related AI, and bias testing.
• Direct involvement in partnering with senior HR leadership to turn transformation priorities into funded, measurable programs and drive adoption across a global, multi-country workforce.

Nice To Haves

• Experience in forward-deployed engineering, applied AI, or an AI lab/center of excellence at a pharma, healthcare, or comparable regulated enterprise.
• Background in management consulting, value engineering, or corporate strategy combined with hands-on technology experience.
• Experience navigating GxP, regulatory, and data-governance requirements in pharma AI deployments.
• Experience codifying product management and user research practices into AI-native tools such as skills, plugins, and markdown files, and using the command line to automate daily work.

Responsibilities

• Identify and prioritize high-value AI opportunities across the global hire-to-retire lifecycle, developing a portfolio ranked by impact, feasibility, and time-to-value.
• Build rigorous business cases using measures such as cost-to-serve, service levels, cycle time, case deflection, and employee experience.
• Develop an understanding of HR Operations workflows across shared services, HR business partners, and employees to uncover suitable AI opportunities.
• Maintain a current portfolio of in-flight, queued, and de-prioritized opportunities, including the rationale for decisions.
• Create decision frameworks, define success metrics, analyze competing opportunities, and recommend how engineering resources should be allocated.
• Decline opportunities that are unlikely to produce scalable outcomes, using evidence to protect engineering focus.
• Translate ambiguous business needs into problem statements, prototypes, success metrics, and decision frameworks for engineering teams.
• Shape engagements end to end by defining scope, success criteria, exit conditions, and scaling pathways, and remain engaged through execution.
• Identify opportunities to turn one-off solutions into reusable capabilities in partnership with engineering.
• Design the division of work between digital workers, employees, and engineers across self-service, service centers, and centers of expertise, including evaluation and oversight.
• Build employee-data privacy, works council consultation, EU AI Act requirements, and bias testing into AI solutions.
• Work with senior HR leaders to turn transformation priorities into fundable AI engagements and drive adoption across a global, multi-country workforce.
• Build sponsor coalitions that secure executive support, data access, and change-management commitment.
• Communicate AI impact to executive leadership and the board, connecting results to patients, science, and shareholder outcomes.
• Establish a value-realization framework for measuring impact across Enterprise AI deployments.
• Conduct post-mortems, capture lessons learned, and apply them to opportunity selection and engagement design.
• Continuously refine the investment thesis for where AI should and should not be applied at GSK.

Benefits

• Annual bonus.
• Eligibility to participate in a share-based long-term incentive program, dependent on role level.
• Health care and other insurance benefits for employees and family.
• Retirement benefits.
• Paid holidays.
• Vacation.
• Paid caregiver, parental, and medical leave.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed