HR AI Governance PM

AT&T; Dallas (TX); On-site; USD 98,000 - 229,000; Full time

Benefits offered by this job

Medical coverage

Dental coverage

Vision coverage

401(k) plan

Tuition reimbursement

Paid Time Off

Job summary

AT&T is seeking an HR AI Governance Program Manager to establish and operationalize governance for the responsible use of AI in consequential people decisions. This leader works at the intersection of AI, HR, risk, technology, and data to ensure human oversight, transparency, fairness, accountability, and protection of employee data.

Based in Dallas, the role requires office presence and partner with Legal, Privacy, Security, and HR technology teams to embed governance across the lifecycle of HR

Responsibilities

• Define standards for when AI may inform, recommend, automate, or make decisions within HR processes.
• Establish expectations for meaningful human oversight in employment-related decisions.
• Define standards for AI use in talent acquisition, performance, talent management, learning, workforce planning, employee service, compensation, and analytics.
• Help leaders understand boundaries between human judgment and AI-enabled decision support.
• Serve as strategic advisor to HR teams on responsible AI.
• Develop templates, training, and decision tools for safe HR AI innovation.

Job description

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 uniquepeople 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 decisionswithin 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 determinehow 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 acrossintake → 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 functions.

• Clarify ownership between enterprise controls and HR-specific responsibilities to minimize duplication while ensuring people-related risks have clear accountability.

What You'll Bring

• Strong understanding of AI and emerging agentic technologies; able to engage credibly with technical teams.

• Experience translating broad policies and regulatory requirements into operational processes and controls.

• Strong understanding of HR processes and the unique considerations associated with using AI in employment-related contexts.

• Exceptional executive communication and influence skills.

• Strong judgment and ability to balance innovation, employee impact, business value, and risk.

• Demonstrated ability to lead complex, cross-functional programs involving Technology, Legal, Privacy, Risk, Data, and business stakeholders.

• Significant experience in AI governance, technology governance, responsible AI, HR technology, product/program management, risk management, data governance, or related discipline.

• Experience designing governance processes that enable speed and innovation rather than creating unnecessary bureaucracy.

Why AT&T?

This is a unique opportunity to help define how responsible AI is applied to the future of work at one of the world's largest organizations. You'll influence transformative HR technologies, partner with senior leaders across the enterprise, and help build governance practices that enable innovation while protecting employees and maintaining trust.

Our Principal Program/Project Management jobs earn between $98,100.00 - $228,600.00 USD Annual. Not to mention all the other amazing rewards that working at AT&T offers. Individual starting salary within this range may depend on geography, experience, expertise, and education/training.

Joining our team comes with amazing perks and benefits:

• Medical/Dental/Vision coverage
• 401(k) plan
• Tuition reimbursement program
• Paid Time Off and Holidays (based on date of hire, at least 23 days of vacation each year and 9 company-designated holidays)
• Paid Parental Leave
• Paid Caregiver Leave
• Additional sick leave beyond what state and local law require may be available but is unprotected
• Adoption Reimbursement
• Disability Benefits (short term and long term)
• Life and Accidental Death Insurance
• Supplemental benefit programs: critical illness/accident hospital indemnity/group legal
• Employee Assistance Programs (EAP)
• Extensive employee wellness programs
• Employee discounts up to 50% off on eligible AT&T mobility plans and accessories, AT&T internet (and fiber where available) and AT&T phone

40

Regular

Dallas, Texas

$98,100.00 - $228,600.00

AT&T and its subsidiaries are committed to equal employment opportunity. All hiring, promotion, and other employment decisions remain merit-based and free from discrimination on the basis of race, color, religion, religious creed, national origin, ancestry, age, sex, sexual orientation, gender, gender identity, gender expression, physical disability, mental disability, pregnancy, medical condition, genetic information, marital status, citizenship status, military status, veteran status, or any other characteristic protected by federal, state, or local laws. In addition, AT&T will provide reasonable accommodations to qualified individuals with disabilities. AT&T is a fair chance employer and does not initiate a background check until an offer is made.