Executive Leader, AI Design & Architecture

GE Aerospace is developing a forward-looking AI workforce strategy ensuring the organization is prepared for how work, roles, and skills will evolve in the age of artificial intelligence. With a passion for amplifying what our people do best, unlocking new and higher-value work, and growing the human capabilities that will define the next era of aerospace, GE has created the AI workforce strategy function sitting at the intersection of the CHRO and the Chief Data & AI Officer.

Reporting to the Executive Director, AI Workforce Strategy & Capability, the Leader-AI Work Design & Architecture guides the enterprise in designing the future of work, informing how work is composed between people and agents across the enterprise. Building from the enterprise job taxonomy, AI inference, and market research, this role projects how AI will interact with jobs, tasks and skills. This role will lead the heat mapping of jobs across the enterprise, to forecast where and how AI will touch the future of work.

As AI integrates with roles and teams, this leader partners with HR, business leaders, and technology leaders to understand how AI can amplify the human, surface common opportunities across departments, as catalyst and validation for enterprise investment, org design, and talent redeployment.

• Own the evergreen projection of how AI interacts with tasks (e.g., augmentation, automation, expansion)
• Synthesizes and heatmaps the forecasted change for jobs across the enterprise
• Leads the redesign of work alongside the AI investments of the office of the Chief Data and AI Officer
• Leads the enterprise perspective on external market developments in AI capability, human and agent interaction and job design

• Establishes the skills and proficiencies required for jobs across the enterprise taxonomy
• Forecasts how AI interacts with those skills
• Infers the adjacent skills and prerequisite skills required for redesigned jobs as a critical source to inform both future capability building as well as career pathways for talent redeployment

• Own market-informed titles, job families and role profiles as enterprise architecture, including the change-control process through which they are amended
• Lead the transformation of the job taxonomy towards an enterprise catalog and governance structure

• Develop the enterprise career-pathways that leverage adjacent skills to inform talent redeployment when AI efficiency or job redesign creates a move adjacent work

• Partner consultatively with the business, HR, technology teams and integrated talent leaders on organizational design where roles change because of AI, bringing the task evidence and the skills projections
• Consult on team composition, employee and team capacity, and downstream implications for technology

Please note, preferred work location is Evendale, OH, however, remote employment will also be considered. Ability and willingness to travel at least 25%.

• Bachelor's degree in business, human resources, organizational development, industrial-organizational psychology, technology or a related discipline.
• 12+ years of experience across job architecture, work design, organizational design or effectiveness, and workforce strategy, including accountability for an enterprise-wide job or work-design outcome.
• Experience with job taxonomy design and decomposing work at task level, and translating emerging technology into workforce and organizational implications.
• Demonstrated accountability for a method, specification or standard adopted outside your own reporting line.
• Deep working knowledge of talent market intelligence / talent market research and how to apply it to enterprise strategies
• Demonstrated 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
• Experience in organizational design, delivered consultatively with business leadership.
• Experience assessing external technology or AI solution capability against operational use, including independent judgment of vendor claims.
• Experience…