Senior Manager, AI Enablement

What you’ll do

• Drive the Enterprise AI Enablement Program
• Own the operating rhythm for coworker AI enablement — the plan, milestones, dependencies, status reporting, decision forums, and follow-through — bringing program management discipline to work that spans many owners.
• Maintain the enablement roadmap with the Director, Talent Strategy & Planning, sequencing initiatives, flagging risks and trade-offs early, and refreshing it as the technology and the business evolve.
• Represent coworker enablement in CDW's enterprise AI program (AI360) governance forums, keeping the coworker agenda connected to the broader enterprise AI effort and carrying decisions back into the plan.
• Partner Across Leaders and Functions– Work with functional and regional leaders to build and activate their enablement plans, meeting each organization where it is rather than applying one template everywhere.
• Serve as the connective tissue across CDW, finding where enablement efforts overlap or conflict and pulling them into one coherent approach.
• Support senior leaders in leading AI adoption in their organizations.
• Deliver or orchestrate leader and manager enablement sessions and hold regular check‑ins on progress and where support is needed.
• Partner with Legal, Risk, IT, and Learning to translate responsible AI policy into practical day‑to‑day guidance on how coworkers work with AI at CDW — what good use looks like and where the boundaries sit — and keep that guidance current.
• Act as an AI advisor across the Talent organization — including talent management, learning, talent acquisition and culture & engagement — creating clarity about what AI is changing and how to respond.
• Build the Network and Bring In Best Practices– Grow and mature the AI Champion network from pilot to a sustainable, scaled community with clear roles, strong facilitation support, and ongoing accountability.
• Build and maintain an active external network across peer companies, partners, and industry communities, and use those relationships to bring proven, practical examples into CDW's approach.
• Stay current on external research and thinking on the AI skills coworkers need, and work with Learning & Development to translate that into CDW's skill definitions and enablement priorities — identifying emerging capability needs, advising on content and delivery choices, and keeping the approach current as AI changes.
• Work day to day with the external partners and platforms supporting AI enablement, making sure what they deliver fits the enterprise plan and flagging where it needs to change.
• Establish repeatable ways of working and operating standards so enablement scales and does not depend on any single person, session, or partner.
• Partner with the teams that build and maintain AI tools and platforms, so enablement stays aligned to what coworkers have available.
• Track Adoption and Impact– Maintain the measures that reflect CDW's current stage of AI maturity and help evolve them as capability advances, framing the questions worth answering and aligning stakeholders on what the available data can and cannot tell us.
• Partner with IT, analytics, and external partners on dashboards and reporting so leaders have a clear, self‑serve view of progress in their own organizations.
• Use adoption data, assessment results, and coworker feedback to spot where progress is stalling, and adjust the plan accordingly.

• Bachelor’s degree in business, organizational development, human resources, or a related field and 7+ years of experience in program management, change management, transformation, technology adoption, or capability building.
• Experience specific to AI enablement is valued but not required; experience driving adoption and…