Remote AI Work Design Architect and Talent Strategy

GE Aerospace; Anchorage (AK); Remote; USD 200,000 - 300,000; Full time

Benefits offered by this job

Health insurance

401(k) plan with company match

Tuition assistance

Paid time off

Job summary

GE Aerospace is shaping a future-focused AI workforce strategy. The Executive Leader will guide work design, AI interaction with tasks and skills, and enterprise job taxonomy redesign. You will partner with HR, technology, and business leaders to forecast demand, drive redeployment, and design organizational structures for AI-enabled work.

You will lead heatmaps of jobs, ensure governance, and develop pathways for talent redeployment across the enterprise, traveling up to 25% as needed.

Qualifications

• Bachelor-level degree in a related field.
• 12+ years in job architecture, work design, or workforce strategy.
• Experience translating technology into workforce implications.
• Ability to present executive-ready narratives.

Responsibilities

• Lead AI-work composition projections and heatmaps of job changes.
• Forecast AI interaction with skills and redesign jobs.
• Own market-informed job taxonomy and governance transformations.
• Develop enterprise career pathways for AI redeployment.
• Collaborate with HR, tech, and business leaders on org design.

Skills

Executive communication

Cross-functional leadership

Strategic workforce planning

Systems thinking

Stakeholder management

Change management

Talent redeployment

Problem solving

Executive storytelling

Education

Bachelor's degree in business, HR, org dev, IO psychology, tech

Tools

STAR Model

Job description

GE Aerospace is shaping a future-focused AI workforce strategy. The Executive Leader will guide work design, AI interaction with tasks and skills, and enterprise job taxonomy redesign. You will partner with HR, technology, and business leaders to forecast demand, drive redeployment, and design organizational structures for AI-enabled work.

You will lead heatmaps of jobs, ensure governance, and develop pathways for talent redeployment across the enterprise, traveling up to 25% as needed.