At GE Vernova, we are accelerating the energy transition by helping the world electrify and decarbonize. As our business evolves, we are reimagining how HR works — building the data foundation that lets us run on insight, automation, and AI at scale.
We are seeking an HR Data Quality & AI Readiness Project Manager to lead the work that makes that foundation real. AI is only as good as the data beneath it. Before HR can move fast with agents and advanced analytics, our HR data has to be reliable, well understood, and structured for the decisions and tools that depend on it. This role owns that work.
This is hands-on, foundational work. The person in this role partners with every HR Center of Expertise (COE) to find and fix the data quality issues that block trusted reporting and AI readiness, and connects the dots between how data is configured and how it is used downstream. It is the right role for someone who is energized by getting data right — not by writing policy about it.Job Description
Role Summary
The HR Data Quality & AI Readiness Project Manager drives HR data quality across the function and prepares the data foundation that AI and agentic solutions will run on. The role partners with each COE to improve the quality of the HR data and processes they own, and bridges the gap between business process configuration decisions and the reporting and AI outcomes those decisions drive.
Roughly 80% of this role is data quality foundation work. The remaining portion is AI readiness: defining the data dependencies of planned agents and analytics and partnering to confirm the foundation is reliable enough to build on. As the foundation matures, the balance is expected to shift further toward AI readiness.
This role works in close partnership with HCM Data Governance, Global Solutions, Workday security, and the HR Digital Technology team.
Key Responsibilities
Data Quality Foundation (primary focus)
Partner with each HR COE to identify, prioritize, and resolve the data quality issues that undermine trusted reporting and block AI readiness.
Own the connection between business process configuration and reporting outcomes — ensuring that how data is captured in Workday produces the right reporting and analytics result.
Work with the team that configures Workday business processes, exceptions, and rules to define and protect the standards that keep HR data clean at the point of entry.
Establish clear, documented definitions and entry standards for HR data fields, so that practitioners know what to enter, how, and why — reducing avoidable error at the source.
Surface ambiguous or redundant data structures (for example, multiple fields serving similar purposes) and drive decisions that simplify and standardize how HR data is defined and used.
Anticipate emerging data needs as the business evolves and partner to design the right structures to support them.
Validate downstream HR data feeds to confirm the right fields, for the right purpose, reach the right audience.
AI & Agentic Readiness (secondary focus)
Define the data dependencies of planned HR agents and analytics, in partnership with the agentic roadmap, so readiness is measured against what each solution actually needs.
Build and maintain a per-COE data readiness view that makes the state of the foundation visible and ties data quality work directly to the agentic roadmap and go/no-go decisions.
Partner with the HR Technology and DT teams on whether and how HR data can support specific Workday and non-Workday agent solutions, advising where the foundation is and is not yet ready.
Report readiness, dependencies, and risks to the roadmap owner so sequencing decisions are grounded in the real state of the data.
Qualifications
- Bachelor’s degree required; advanced degree in Human Resources, Business, Law, Organizational Development, Industrial Relations, Technology, or a related field preferred - or equivalent knowledge or experience.
- Significant years of experience in HR transformation, employee relations, governance, compliance, organizational effectiveness, change management, or enterprise program management.
- Strong understanding of AI governance, responsible technology use, privacy, or data-related risk considerations.
Preferred Experience
- Experience working in matrixed organizations with multiple stakeholders and complex decision-making structures.
- Proven ability to manage cross-functional projects and influence without direct authority.
- Strong communication, facilitation, and executive presentation skills.
- Demonstrated ability to navigate sensitive topics with professionalism, sound judgment, and discretion.
- Analytical, structured, and highly organized approach to problem-solving and execution.
- Background partnering with HR, Legal, Privacy, Employee Relations, or Technology teams.
- Familiarity with works councils, labor relations, or employee consultation processes.
- Exposure to AI governance, digital ethics, responsible AI frameworks, or AI-enabled HR tools.
- Experience supporting policy development, operating model design, or enterprise change initiatives.
What Success Looks Like
The ideal candidate is:
- A trusted advisor who can help shape responsible AI practices in a complex global environment.
- A collaborative program leader who can bring together diverse stakeholders around sensitive and important topics.
- Comfortable balancing business enablement with governance, compliance, and employee trust.
- Able to translate emerging AI concepts into clear guidance and practical actions for HR and business leaders.
- A data-driven problem solver who can look across the landscape to find and fix root-cause data quality issues, not just surface symptoms.
- A trusted partner who can work shoulder-to-shoulder with every COE on the quality of the data they own.
- Able to connect business process decisions to reporting and AI outcomes, and to explain that connection clearly.
- Persistent and credible — someone who keeps working an issue until the data is right and the foundation is set.
- Motivated by building the foundation that lets HR succeed with AI, and comfortable that much of that work is foundational by design.
- Hands-on Workday reporting, security, or configuration experience in an HR setting.
- Experience defining data standards, data dictionaries, or data quality frameworks.
- Exposure to AI or agentic solutions and an understanding of how data quality enables them.
- Experience partnering across HR COEs or functional teams on shared data.
Why Join GE Vernova?
This role offers a unique opportunity to help define how a global energy company adopts AI responsibly—supporting innovation while protecting trust, compliance, and employee experience. You’ll help shape policies, practices, and engagement approaches that matter across the enterprise and contribute to a mission that is making a real impact on the future of energy.
If you’re energized by thoughtful problem-solving, cross-functional collaboration, and helping organizations adopt new technology the right way, this role could be an exciting fit.
Additional InformationGE Vernova offers a great work environment, professional development, challenging careers, and competitive compensation. GE Vernova is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.
GE Vernova will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditioned upon the successful completion of a drug screen (as applicable).
Relocation Assistance Provided: No
For candidates applying to a U.S. based position, the pay range for this position is between $122,400.00 and $203,900.00. The Company pays a geographic differential of 110%, 120% or 130% of salary in certain areas. The specific pay offered may be influenced by a variety of factors, including the candidate’s experience, education, and skill set.
Bonus eligibility: discretionary annual bonus.
This posting is expected to remain open for at least seven days after it was posted on June 15, 2026.
Available benefits include medical, dental, vision, and prescription drug coverage; access to Health Coach from GE Vernova, a 24/7 nurse-based resource; and access to the Employee Assistance Program, providing 24/7 confidential assessment, counseling and referral services. Retirement benefits include the GE Vernova Retirement Savings Plan, a tax-advantaged 401(k) savings opportunity with company matching contributions and company retirement contributions, as well as access to Fidelity resources and financial planning consultants. Other benefits include tuition assistance, adoption assistance, paid parental leave, disability benefits, life insurance, 12 paid holidays, and permissive time off.
GE Vernova Inc. or its affiliates (collectively or individually, “GE Vernova”) sponsor certain employee benefit plans or programs GE Vernova reserves the right to terminate, amend, suspend, replace, or modify its benefit plans and programs at any time and for any reason, in its sole discretion. No individual has a vested right to any benefit under a GE Vernova welfare benefit plan or program. This document does not create a contract of employment with any individual.
