Sr. Manager, AI Enablement Lead

About the role

AI capability is moving faster than any annual training plan can keep up with. Ovative is committed to keeping our people ahead of it, and we have concluded that doing this well is a full-time job rather than something added to the side of someone else’s role. That is why this role exists. Foundational fluency is not enough. A media strategist, an analyst, and a measurement lead each need something different from AI, and what a senior manager should be able to do with these tools is different from what a first-year analyst should. Building capability that is specific to role and level, and keeping it current as the tools change underneath us, is the core of the job. You will own how people at Ovative learn to work with AI: the training everyone gets, what good looks like in each role, and the deeper path for people who want to go further than the baseline. Some of the work you will deliver directly, whereas much of it needs to scale through our Center of Excellence AI Captains, who lead adoption with their respective teams. They need materials, coaching, and a clear quality bar to do it well. Success in this role is measured by change in how the work gets done. That means an analyst who builds a reusable workflow instead of rebuilding the same pull by hand every month, a strategist who starts from our shared skills library rather than a blank page, a team that redesigns a recurring deliverable around what AI can now do, and a new hire who is productive with these tools in their first week rather than their first quarter. You will define the small set of measures that tell us this is actually happening, instrument them, report them honestly to senior leadership, and own the plan where adoption stalls. You need to use these tools yourself, every day. Captains and practitioners will follow someone who can sit down and build the thing with them. This role reports to the AI Lead and works closely with our AI engineers, IT and Security, Talent Services, AI Captains and practice area leaders.

Responsibilities

• Own the AI training curriculum end to end: what gets taught, to whom, at what depth, and how often it is refreshed as capability and tooling evolve.
• Partner with Talent Services to deliver it through our existing learning infrastructure and facilitation support rather than building a parallel system alongside it
• Define the AI fluency baseline by role and level, in partnership with practice area leadership and Talent Services, so expectations are explicit rather than implied
• Equip AI Center of Excellence Captains to run team-level training inside their functions: build the train-the-trainer model, the materials, the quality bar, and the support cadence that makes distributed delivery work
• Partner with Talent Services to build AI into new hire onboarding, so AI-native ways of working are part of how people learn the job rather than a separate program they attend later
• Build and run the adoption and impact measurement framework: define the metrics that show both whether people are working differently and what that change is producing in time returned, output quality, and client outcomes. Instrument them, report them to senior leadership, and own the plan where either is lagging
• Design and run the advanced capability track for high-engagement staff and power users, including the path from capable practitioner into more technical build work
• Own the Center of Excellence community: cadence, forums, office hours, recognition, and the internal communications that keep momentum visible across the organization
• Partner with our AI product team to turn new tools & capabilities into practical training people can use right away
• Partner with IT and Security to communicate AI policy and governance expectations in language people understand and follow
• Identify where enablement is not the answer: surface workflow, process, or tooling problems that training cannot fix, and route them to the right owner

Requirements

• 6+ years of relevant professional experience,