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Job Details
Posted date: Aug 25, 2026
Category: Solution Architecture
Location: Multiple Locations, Multiple Locations
Employment type: Full-Time
Work location type: 0 days / week in-office – remote
Role: Individual Contributor
Description
OverviewThe Frontier Transformation Framework helps our customers become Frontier Firms: organizations where AI is woven into how the business runs and where people, not just technology, must change for the value to land. Adoption is not the finish line; the harder work is behavioral, moving an organization from AI experimentation to AI-native ways of working and treating the resistance that surfaces as a signal that shapes what gets built next. The Frontier Transformation team is how the Microsoft Frontier Company, the organization this role sits within, delivers this: a small, senior human-agent team in which each member carries one of the Framework's eight capabilities into the customer, directs a set of digital co-workers to deliver at a scale headcount alone could not, and is designed to fade into a customer counterpart who can carry the work forward.
We are seeking a AI Workforce Reinvention specialist to drive enterprise-wide behavioral transformation as customers evolve from AI experimentation to AI-native operations. In this role, you will own the full ladder of value (Adoption, where people use it; Change, where people adjust to it; and Capability, where people reach what they had filed as impossible) and run it as a continuous, always-on cycle rather than a one-off program. You will embed AI-first ways of working into culture, processes, and performance systems, working directly with executive sponsors, business and HR leaders, champions, and the Business Architect, Value, Skilling, and Trust and Governance leads.
This is a role for people who do the higher-judgment human work that technology can inform but not perform, who can guide an organization through the genuine loss that AI brings toward the moments of recognition where individuals discover new capability, and who are energized by making change stick rather than launching programs that fade. You are designed to fade into a customer counterpart who sustains the new ways of working after the engagement ends. If you are excited by turning AI adoption into durable, AI-native ways of working, this role is for you.
Responsibilities
Strategic Change LeadershipDesign and execute comprehensive AI change and adoption programmes across enterprise scale, structured as a continuous, always-on cycle rather than a fixed, one-off sequence.Conduct change readiness assessments to identify organisational barriers and enablers, treating resistance as a signal that shapes what is built next rather than a problem to overcome.Develop AI literacy plans that position Copilot and agents as new ways of working, not tools.Establish and lead AI Council and Champion networks to drive grassroots adoption through the informal networks of trusted peers and connectors, not the org chart.Create the conditions in which change takes hold — cultivating trust, capability and momentum — rather than driving it through mandates.Adoption Programme DeliveryImplement a structured adoption framework powered by workplace adoption analytics and role-based enablement.Coordinate communications, training, and champion efforts across thousands of users.Drive behavioural change by creating recognition — facilitating “first build” moments where people build something they did not believe they could — rather than pushing content at them.Use a structured coaching approach to help individuals discover capability they did not know they had — drawing out an ambition they had set aside, naming the self-limiting assumption behind it, designing a small, fast, hands-on proof that disproves it, then giving them a harder task to repeat so they trust the result is their own skill, not the tool.Scale training globally: live sessions, on-demand tutorials, internal support communities.Workforce TransformationExecute workforce transition plans as employees move from task execution to decision stewardship, holding space for the genuine loss as roles shift and identities are revalued.Define new roles (Agent Orchestrator, AI Operations Manager, Agent Steward) and update job descriptions.Deliver retraining programmes ensuring no employee is left behind.Embed AI adoption into performance evaluations and onboarding processes.Protect employee privacy — keeping workforce data aggregated by default and never using it to single out individuals as “who is lagging” — to maintain trust and stay on the right side of regulation such as the EU AI Act.Stakeholder EngagementEnsure leadership alignment on how work will change and that leaders receive hands-on support.Build trust through responsible experimentation and transparent communication.Monitor usage statistics and qualitative feedback, adjusting programmes to maintain momentum, and measure success by whether change persists at 90, 180 and 360 days — spreading through peer influence and holding with no consultant in the room.Hold honest, courageous conversations with sponsors — including the recognition that an AI-native function needs fewer people doing more-human, higher-judgement work — and deliberately design the central function to shrink over time.Facilitate cultural integration as AI reaches beyond the company.
Qualifications
Required Qulaifications:
10+ years organisational change management5+ in technology-driven transformationDemonstrated success leading change programmes across 10,000+ user populationsExperience with AI/ML adoption programmes and digital transformation initiativesTrack record establishing champion networks and communities of practiceComfort holding established change methodologies, applying as background rather than a fixed playbook, adapting to a continuous, always-on operating modelTrack record of change that stuck, evidenced by lasting behaviour change months after go-live, not just launch metrics and completion ratesTechnical KnowledgeUnderstanding Microsoft 365 Copilot, AI agents, and agentic workflow conceptsFamiliarity with adoption measurement tools, analytics, and Power BI dashboardsKnowledge of learning management systems and training delivery platformsHands-on AI fluency, confident to build alongside tools, interpret data, workload, network, adoption and persistence trends, understand limits. Fluency required, not optional. Interpretation, not coding.Comfort using safe test and pilot environments to rehearse and refine change before wider rolloutLeadership CompetenciesExecutive presence and influence with C-suite stakeholders, creating visionProgramme management expertise with sprint-based delivery and governance rhythmsCross-functional collaboration across IT, HR, Operations, and business unitsStrong facilitation skills for workshops, roundtables, and immersion sessionsExceptional active listening, hearing unsaid and abandoned ambition, not just capturing stated requirementsComfort operating in ambiguity and working in a continuous loop with no fixed end dateEmotional intelligence to help people through a real sense of loss when roles and responsibilities change, naming the ending and opening up the next chapterStrong one-to-one coaching ability, recognising that deep personal coaching is distinct from communication and trainingCreating genuine "can do this" moments, building confidence through hands-on proof rather than persuasionSound judgement about timing and restraint, knowing when to step back and when not to communicate
This position will be open for a minimum of 5 days, with applications accepted on an ongoing basis until the position is filled.
Microsoft is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, citizenship, color, family or medical care leave, gender identity or expression, genetic information, immigration status, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran or military status, race, ethnicity, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable local laws, regulations and ordinances. If you need assistance with religious accommodations and/or a reasonable accommodation due to a disability during the application process, read more about requesting accommodations.