Senior Manager, People & Culture Innovation

Senior Manager, People & Culture Innovation

Supporting AI & Org Transformation | Product Development

Shark Ninja is integrating AI across Product Development and Engineering as a structural shift in how teams work, design, and deliver. This is not a pilot program. It is a fundamental change to how work gets done, and it requires a people strategy built specifically for AI‑era organizations.

This newly created role leads that transformation. The Senior Manager, People & Culture Innovation, AI & Org Transformation is the embedded workforce strategy leader for PD&E, focused on translating AI capability into practical implications for roles, workflows, job architecture, and operating models. The work spans AI workforce planning, org design, work redesign, and change enablement.

This is not a Human Resources Business Partner (HRBP) role. It requires HR fluency, but the focus is on how AI changes work, teams, and structure, not day‑to‑day business partner support. The right person brings structure to ambiguity, earns credibility with technical leaders, and delivers recommendations that drive decisions.

• Define the people strategy for AI adoption across PD&E, covering workforce implications, role evolution, capability gaps, and adoption sequencing
• Build and maintain an AI transformation roadmap from a workforce perspective, aligned to Shark Ninja’s enterprise AI initiative and commercial priorities
• Monitor GenAI and agentic AI trends and translate them into actionable workforce strategy: which roles are affected, in what timeframe, and what Shark Ninja should do about it
• Develop KPIs and measurement frameworks to track AI adoption, workforce readiness, productivity impact, and organizational effectiveness. Present findings to PD and HR leadership

• Lead org design analysis and role redesign efforts tied to AI adoption across PD&E, in partnership with functional leaders and the P&C team
• Apply task‑level decomposition to determine which work should remain human‑led, be AI‑augmented, be automated, or require human‑AI handoffs, and design job architectures accordingly
• Define emerging role types needed for AI‑enabled work: AI workflow leads, human‑AI teaming roles, AI adoption champions, and governance‑oriented positions that don’t yet exist in Shark Ninja’s job architecture
• Ensure job architecture, competency frameworks, and career paths reflect AI‑era skills and connect to downstream P&C processes including hiring, performance, and compensation

• Identify high‑priority PD&E workflows affected by AI tools and lead redesign efforts in partnership with functional process owners
• Map current‑state workflows, surface automation opportunities and human‑AI handoff points, and design future‑state processes that are implementable
• Build a repeatable workflow redesign methodology that HRBPs and functional leaders can use to scale this work across teams and product categories
• Apply structured process improvement approaches and establish feedback loops to measure impact over time

• Lead change planning for AI workforce initiatives across PD&E, including stakeholder engagement, communications strategy, and adoption sequencing
• Develop change strategies that account for workforce anxiety, role evolution, and the cultural dynamics of an engineering and design‑heavy population
• Serve as a trusted advisor to senior PD&E leaders on the human side of AI adoption: what it means for their teams, their org structures, and their talent
• Equip leaders with messaging, decision frameworks, and adoption support materials

• Operate as a P&C specialist focused on AI workforce transformation, not a generalist HRBP. Work closely with the Senior HRBP to align AI workforce work with the broader people agenda
• Partner with Talent Acquisition, Talent Management, and Total Rewards to connect AI‑driven job design outputs to hiring, performance, and compensation frameworks
• Collaborate with Shark Ninja’s enterprise AI initiative leads to ensure PD&E workforce…