HR AI Governance PM

This position requires office presence of a minimum of 5 days per week and is only located in the location(s) posted. No relocation is offered

Role Summary

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 ofAI, 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 AIand 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.

What You'll Do

Protect Human Decision-Making

• In partnership with Employment Legal and our IT organization, define standards for when AI mayinform, 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.

• In partnership with the broader AI governance processes at AT&T, 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…