Senior Manager, People & Culture Innovation

About Us

SharkNinjais a global product design and technology company with a diversified portfolio of 5-star rated lifestyle solutions that positivelyimpactpeoples lives in homes around the world. Powered by two trusted global brands Shark and Ninja the company has a proventrack recordof bringing disruptive innovation to market and developing one consumer product after another has allowedSharkNinjato enter multiple product categories driving significant growth and market share gains. Headquartered in Needham Massachusetts with more than4100associates the companys products are sold at key retailers online and offline and through distributors around the world.

Senior Manager People & Culture Innovation

Supporting AI & Org Transformation Product Development

About the Role

SharkNinja is integrating AI across Product Development and Engineering as a structural shift in how teams work design and deliver. This is not a pilot program. It is a fundamental change to how work gets done and it requires a people strategy built specifically for AI-era organizations.

This newly created role leads that transformation. The Senior Manager People & Culture Innovation AI & Org Transformation is the embedded workforce strategy leader for PD&E focused on translating AI capability into practical implications for roles workflows job architecture and operating models. The work spans AI workforce planning org design work redesign and change enablement.

This is not a Human Resources Business Partner (HRBP) role. It requires HR fluency but the focus is on how AI changes work teams and structure not day-to-day business partner support. The right person brings structure to ambiguity earns credibility with technical leaders and delivers recommendations that drive decisions.

What Youll Own

AI Workforce Strategy & Transformation Planning

• Define the people strategy for AI adoption across PD&E covering workforce implications role evolution capability gaps and adoption sequencing
• Build and maintain an AI transformation roadmap from a workforce perspective aligned to SharkNinjas enterprise AI initiative and commercial priorities
• Monitor GenAI and agentic AI trends and translate them into actionable workforce strategy: which roles are affected in what timeframe and what SharkNinja should do about it
• Develop KPIs and measurement frameworks to track AI adoption workforce readiness productivity impact and organizational effectiveness. Present findings to PD and HR leadership

Org Design & Job Architecture

• Lead org design analysis and role redesign efforts tied to AI adoption across PD&E in partnership with functional leaders and the P&C team
• Apply task-level decomposition to determine which work should remain human-led be AI-augmented be automated or require human-AI handoffs and design job architectures accordingly
• Define emerging role types needed for AI-enabled work: AI workflow leads human-AI teaming roles AI adoption champions and governance-oriented positions that dont yet exist in SharkNinjas job architecture
• Ensure job architecture competency frameworks and career paths reflect AI-era skills and connect to downstream P&C processes including hiring performance and compensation

Workflow & Work Redesign

• Identify high-priority PD&E workflows affected by AI tools and lead redesign efforts in partnership with functional process owners
• Map current-state workflows surface automation opportunities and human-AI handoff points and design future-state processes that are implementable
• Build a repeatable workflow redesign methodology that HRBPs and functional leaders can use to scale this work across teams and product categories
• Apply structured process improvement approaches and establish feedback loops to measure impact over time

Change Enablement & Adoption

• Lead change planning for AI workforce initiatives across PD&E including stakeholder engagement communications strategy and adoption sequencing
• Develop change strategies that account for workforce anxiety role evolution and the cultural dynamics of an engineering and design-heavy population
• Serve as a trusted advisor to senior PD&E leaders on the human side of AI adoption: what it means for their teams their org structures and their talent
• Equip leaders with messaging decision frameworks and adoption support materials

People & Culture (P&C) Partnership & Stakeholder Leadership

• Operate as a P&C specialist focused on AI workforce transformation not a generalist HRBP. Work closely with the Senior HRBP to align AI workforce work with the broader people agenda
• Partner with Talent Acquisition Talent Management and Total Rewards to connect AI-driven job design outputs to hiring performance and compensation frameworks
• Collaborate with SharkNinjas enterprise AI initiative leads to ensure PD&E workforce strategy is integrated not siloed

What You Bring

Required

• Bachelors degree in Business Human Resources Organizational Development Information Systems Data Analytics Computer Science Engineering or a related field
• 5 years of progressive experience in HR people strategy org design workforce transformation or business transformation
• At least 3 years working directly in or alongside Product Development Engineering R&D Data AI or another technical function
• Demonstrated experience leading or contributing to org design job architecture or role redesign efforts in the context of a major AI digital or operational transformation
• Expert working knowledge of AI GenAI and agentic AI concepts sufficient to engage credibly with engineering leaders and translate AI capability into workforce strategy without relying on technical translation from others
• Experience in workflow mapping task analysis or business process improvement including identifying automation opportunities and designing human-AI handoff points
• Strong analytical executive communication and stakeholder management skills. Able to prepare and present to VP and C-suite audiences with minimal direction
• Ability to operate in a fast-moving matrixed environment where priorities shift and ambiguity is the norm

Preferred

• Masters degree in Information Systems Human-Computer Interaction or Business Administration
• Experience in a consumer products hardware or technology company with high SKU complexity and compressed innovation cycles
• Familiarity with org design methodologies such as Galbraith Star Model or Kates Kesler and digital org design tools such as OrgVue
• Familiarity with task decomposition or work design methodologies including tools such as Gloat Reejig or Mercer Work Design
• Experience with AI and automation platforms such as Microsoft Copilot Copilot Studio Power Automate or ChatGPT Enterprise sufficient to engage credibly in automation design conversations
• Prior consulting or internal transformation experience in AI workforce transformation org design or digital transformation

What It Takes to Succeed

This role sits at the intersection of people strategy AI transformation org design and work redesign. It will not be filled by someone who needs a playbook because one does not exist yet.

The right person brings structure to ambiguity earns credibility quickly with engineering leaders who are skeptical of HR and delivers work that drives decisions rather than describes them. They understand AI well enough to have a real point of view on how it changes work not just a surface-level familiarity.

SharkNinja moves fast. PD&E teams ship products across 30 categories on compressed cycles organizational structures evolve with the business and P&C is expected to be ahead of problems not responding to them. If that pace energizes you this is the right environment.