Sr. Manager, AI Adoption & Enablement Strategy

The Home Depot; Atlanta (GA); On-site; USD 150,000 - 210,000; Full time

Job summary

The Home Depot seeks a Senior Manager, AI Adoption and Enablement Strategy to lead strategy and execution for turning AI investments into sustained business adoption and measurable impact.

Partner with senior leaders and cross-functional teams to identify adoption opportunities, shape enablement priorities, and align AI capabilities with enterprise goals and user needs. This role demands strong judgment, clear communication, and practical execution to drive organization-wide AI readiness.

Qualifications

• Bachelor’s degree in business, organizational development, learning, HR, communications, technology, or a related field.

Responsibilities

• Lead the strategy and execution to translate AI investments into business adoption and measurable impact.
• Coordinate cross-functional teams to build an adoption approach with defined success measures.
• Develop enablement roadmaps, learning strategies, and KPI-driven metrics for AI adoption.

Skills

Strategic leadership

Change management

Learning strategy

Cross-functional collaboration

Stakeholder management

KPI tracking

Education

Bachelor’s degree

Job description

Position Purpose:

The Senior Manager, AI Adoption and Enablement Strategy leads the strategy and execution required to translate AI investments into meaningful business adoption, capability building, and measurable impact. This role sits at the intersection of change leadership, learning strategy, cross-functional influence, and business enablement, helping teams move from awareness and experimentation to confident, sustained use of AI in the flow of work. The person in this role partners closely with senior leaders, key stakeholders, and cross-functional teams (e.g. AI Transformation, Internal Communications, HR Analytics, Technology, Legal, Organization Development)to identify adoption opportunities, shape enablement priorities, and ensure AI capabilities are aligned to business goals, user needs, and enterprise readiness.

This leader is responsible for captaining and coordinating cross-functional teams to build and scale an adoption approach that drives both immediate uptake and long-term behavior change. That includes developing the enablement roadmap, defining success measures, identifying capability gaps, and orchestrating the learning and engagement strategies needed to support adoption across diverse audiences. Specific areas of focus include:

• Tooling and Licensing Strategy
• Competency Modeling and Proficiency Assessment
• Literacy and Learning
• Internal Communications and Change Management
• KPI Identification and Measurement

The role requires strong judgment, the ability to simplify complex ideas for senior and non-technical audiences, and the credibility to influence across functions without direct authority. Success in this position depends on balancing strategic vision with practical execution, bringing structure to ambiguity, and helping the organization build confidence, consistency, and momentum in how AI is adopted and applied.

The ideal candidate brings a blend of strategic thinking, operational leadership, and strong people influence. They are comfortable leading cross-functional initiatives, navigating change, and working through the organizational realities that shape adoption at scale. They know how to connect emerging technology to real business value, how to create clarity in a fast-moving environment, and how to help leaders and teams build the mindset, skills, and habits required for effective adoption. This role is well suited for someone who combines enterprise thinking, strong communication, KPI orientation, and change management depth with a pragmatic bias toward action.

Key Responsibilities:

• Determine learner capabilities and learner needs by reviewing job requirements, experiencing the learner's environment, connecting with learners and leaders closest to the role, and evaluating key metrics and connect with business partners to stay current on the needs of the business.
• Develop strategy for assigned content areas (content area plan) and recommend solutions to business partners that address learner needs to increase associate competence and confidence. Collaborate with other LSMs to ensure assigned content areas are represented. Determine and maintain effectiveness of content areas.
• Work with learning Design & Development, Technology, and/or Delivery teams to determine the most effective learning solutions for assigned content areas and communicate solutions to business partners
• Create learning plans for assigned job roles based on learner needs. For assigned job roles, validate content area recommendations from other LSMs. Work closely with learning Execution, Technology, and Delivery team members to ensure execution of learning plans. Determine and maintain effectiveness of learning plans.
• Collaborate with business partners, keeping them informed, influencing the right decisions for learners, and effectively addressing difficult issues. Demonstrate the courage to say what needs to be said, while maintaining strong relationships. Gain in buy-in from stakeholders at multiple levels of the organization

Direct Manager/Direct Reports:

• This position reports to the Sr Director, Enterprise Learning & Leadership Development
• This position has 2-3 direct reports.

Travel Requirements:

• Typically requires overnight travel less than 10% of the time.

Physical Requirements:

• Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.

Working Conditions:

• Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.

Minimum Qualifications:

• Must be eighteen years of age or older.
• Must be legally permitted to work in the United States.

Preferred Qualifications:

• Experience leading enterprise AI adoption, enablement, digital transformation, or change management initiatives
• Demonstrated success driving cross-functional programs across business, HR, operations, technology, and/or learning teams
• Strong understanding of AI enablement, user adoption, behavior change, and organizational readiness
• Experience building adoption strategies, communication plans, and scalable enablement approaches for broad audiences
• Experience designing and scaling learning and development strategies that build capability across broad audiences, including literacy, skill-building, and adoption support for new ways of working
• Ability to translate complex or technical concepts into clear, actionable guidance for senior leaders and business partners
• Strong executive presence and experience influencing senior stakeholders across multiple functions
• Experience using metrics, KPIs, and adoption signals to assess impact and guide strategy
• Background in learning and development, organizational effectiveness, change leadership, talent strategy, or digital transformation
• Demonstrated ability to lead through ambiguity and bring structure, clarity, and momentum to emerging priorities
• Strong people leadership skills, including coaching, prioritization, and cross-functional team leadership
• Bachelor’s degree in business, organizational development, learning, human resources, communications, technology, or a related field; advanced degree preferred

Minimum Education:

• The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.

Minimum Years of Work Experience:

• 2

Competencies:

• COLLABORATES: Building partnerships and working collaboratively with others to meet shared objectives
• COMMUNICATES EFFECTIVELY: Developing and delivering communications that convey a clear understanding of the unique needs of different audiences
• COURAGE: Stepping up to address difficult issues, saying what needs to be said
• CUSTOMER FOCUS: Building strong customer relationships and delivering customer-centric solutions
• STRATEGIC MINDSET: Seeing ahead to future possibilities and translating them into breakthrough strategies
• ORGANIZATIONAL SAVVY: Maneuvering comfortably through complex policy, process, and people-related organizational dynamics
• DECISION QUALITY: Making good and timely decisions that keep the organization moving forward
• INTERPERSONAL SAVVY: Relating openly and comfortably with diverse groups of people
• PERSUADES: Using compelling arguments to gain the support and commitment of others
• BALANCE STAKEHOLDERS: Anticipating and balancing the needs of multiple stakeholders
• PLANS and ALIGNS: Planning and prioritizing work to meet commitments aligned with organizational goals
• ACTION ORIENTED: Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm
• BUSINESS INSIGHT: Applying knowledge of business and the marketplace to advance the organization's goals