Job Description:

The Principal, Workforce Innovation leads Cityblock’s future of work and talent AI optimization practice, partnering with the People Leadership Team and business leaders to design how roles, teams, and functions across the enterprise evolve. This role serves as the primary operational catalyst and AI enablement partner, building AI tools that make Talent programs and processes 10x more effective. This high-impact  forward-looking role keeps a view of our talent  evolution 12 to 36 months out and beyond, and follows a disciplined process for deciding, function by function, what should stay with people, what could be borrowed through partners or flexible talent, what should be bought, and what can responsibly be built or automated with technology.

Acting as a trusted advisor, thought partner and execution partner to senior leadership, you will serve as the strategist, designer, architect , and analyst leading this work. You will work with influence and autonomy to orchestrate the future state of roles and teams, implement changes in partnership with the business, manage and drive the roadmap, and analyze the ROI in order to continuously drive value across the organization..  

For the People team's own processes and tools, the work is different: you design, build, and implement directly across the People org. Working closely with the Senior Director, Talent Optimization and AI, you will continuously identify opportunities to leverage AI and automation to increase efficiency and leverage across the function.,, You will design, prototype, and ship AI-powered workflows, agents, copilots, and automations that make the People function faster, scalableand more impactful, testing your own work and holding yourself accountable for measurable impact.

Lead Future of Work and Workforce Innovation (Enterprise)

• Build and maintain a rolling 12 to 36 month plan of how roles, teams, and functions across Cityblock need to evolve, developed in partnership with the People Leadership Team, C-Suite Leaders, and stakeholders throughout the business

• For each area of the business, work through the full range of options, starting with the human question: what should stay with people because it requires judgment, relationship, or trust, what could be borrowed through partners or flexible talent, what should be bought, and what can responsibly be built or automated with technology

• Design the future state for roles across the enterprise, moving from what the job is today to what it should be, and define the human-in-the-loop model: what a system owns, what a person must own, what triggers escalation, and how quality is assured

• Design with the business, not at it: the people doing the work know where the friction is, and involving them is both the right thing to do and the reason a design survives contact with reality

• Build the analytical foundation that makes designs credible: work broken down to the task level with volume, time, cost, judgment required, and the constraints attached to each piece

• Identify the future skills Cityblock will need and evaluate current skill gaps against that future state, informing workforce planning and talent strategy

• Drive and manage the master roadmap tracking every future of work change in flight: sequencing priorities, expediting where needed, and keeping PLT and business leaders aligned on status

• Help determine where Cityblock should start, weighing headcount volume, cost impact, burnout and attrition risk, quality and compliance exposure, member impact, and feasibility

• Identify risks and barriers to adoption and implementation, and drive mitigation

• Measure and report on whether each change moved productivity, quality, cost, and retention, including what did not work, grounding that measurement in P&L and workforce analytics that finance and business leaders trust

• Make each redesign real in the system of record: updated job descriptions, revised leveling with Total Rewards, and revised hiring profiles with Talent Acquisition

• Codify the method so others can run it, building this into an enterprise capability rather than a skill that lives with one person

• Translate approved designs into requirements that the Technology team can build against, then stay engaged to oversee the delivery and launch. Within the workforce architecture practice, this role designs and orchestrates for the enterprise; it does not build the AI or automation that goes into these solutions

Build and Ship AI for the People Team

• Identify AI opportunities within People and HR processes, and accelerate the adoption of AI-driven solutions that maximize operational efficiency.

• Partner with the Senior Director, Talent Optimization and AI to design, prototype, and ship AI-powered workflows, copilots, and automations that reduce administrative burden and improve decision quality, working against the roadmap and governance standards that role sets

• Contribute to a reusable library of agents and automation patterns other People team members can adopt, rather than one-off builds

• Ensure all deployed solutions meet enterprise-grade security and accuracy standards, and measure the impact and ROI of what you ship

• Help establish documentation and lifecycle standards that hold up to Security, Legal, and Compliance review

• Build organizational AI fluency and establish a Center of Excellence for AI within the People team.

You'd Be a Good Fit If You

• Bring 8 to 10+ years spanning workforce planning, organizational design, work design, operations or process transformation, or technology-enabled operating model change, ideally in a complex, multi-site, or regulated environment

• Have hands-on experience building AI agents, copilots, or workflow automations yourself, not only specifying requirements for others to build, and can point to something you shipped, tested, and measured

• Bring strong applied AI and automation capability: you can specify, prompt, test, and iterate on AI solutions yourself, evaluate outputs for accuracy and bias, and tell a genuine capability from a demo

• Have real program or project management skill: you can hold a multi-workstream roadmap, sequence competing priorities, expedite what matters, and keep a wide set of stakeholders aligned on status

• Have redesigned roles or functions hands-on and seen them implemented, with results you can describe and quantify

• Are strong quantitatively: fluent in task-level time and cost modeling, business case construction, scenario modeling, and comfortable working directly in workforce data

• Bring P&L and business analytics fluency: you can connect workforce changes to cost, revenue, and margin impact, and build before-and-after measurement that finance and business leaders trust

• Influence senior leaders without authority, including leaders who are protective of their teams, and communicate complex trade-offs clearly to executive audiences

• Start with the work rather than the technology, and know what AI cannot do. You would rather say not yet than ship something that puts a person or a member at risk

• Hold a Bachelor's degree in Industrial Engineering, Organizational Development, Industrial/Organizational Psychology, Human Resources, Business, or a related field. Equivalent practical experience will be considered

Nice to Have

• Background in HR, People Operations, or a related human capital function

• Experience in value-based care, healthcare, or another highly regulated industry

• Experience with Workday, particularly Skills Cloud, Talent Marketplace, or Workforce Planning, or comparable platforms

• Formal training in Lean, Six Sigma, human-centered design, or service design

• Familiarity with the emerging regulatory landscape for AI in employment decisions

We take into account an individual’s qualifications, skillset, and experience in determining final salary. This role is eligible for health insurance, life insurance, retirement benefits, participation in the company’s equity program, paid time off, including vacation and sick leave. The actual offer will be at the company’s sole discretion and determined by relevant business considerations, including the final candidate’s qualifications, years of experience, skillset, and geographic location. The expected salary range for this position is: 

Cityblock values diversity as a core tenet of the work we do and the populations we serve. We are an equal opportunity employer, indiscriminate of race, religion, ethnicity, national origin, citizenship, gender, gender identity, sexual orientation, age, veteran status, disability, genetic information, or any other protected characteristic.

We do not accept unsolicited resumes from outside recruiters/placement agencies. Cityblock will not pay fees associated with resumes presented through unsolicited means.