AI Enablement Program Manager

WHO WE ARE 

Zeta Global (NYSE: ZETA) is the AI-Powered Marketing Cloud that leverages advanced artificial intelligence (AI) and trillions of consumer signals to make it easier for marketers to acquire, grow, and retain customers more efficiently. Through the Zeta Marketing Platform (ZMP), our vision is to make sophisticated marketing simple by unifying identity, intelligence, and omnichannel activation into a single platform – powered by one of the industry’s largest proprietary databases and AI. Our enterprise customers across multiple verticals are empowered to personalize experiences with consumers at an individual level across every channel, delivering better results for marketing programs. Zeta was founded in 2007 by David A. Steinberg and John Sculley and is headquartered in New York City with offices around the world. To learn more, go to www.zetaglobal.com.

Role Overview 

We’re hiring an AI Enablement Program Manager to accelerate Zeta’s AI transformation by operationalizing the systems and programs that drive sustained AI adoption across the enterprise. Reporting to the AVP, AI Operations, this role works closely with our Sr. AI Enablement Manager and cross-functional partners to activate manager reinforcement, strengthen Champions‑led change, and scale AI fluency through structured enterprise enablement programs. 

You’ll own the operating rhythm that supports enterprise AI maturity: maintaining the enablement roadmap, managing the lifecycle of AI learning content, and partnering with HR to shape and deliver new‑hire AI onboarding. This role requires someone who can connect transformation strategy to day‑to‑day execution, build repeatable processes, and use feedback loops and insights to continuously improve adoption outcomes. 

This is a hybrid role based out of our NYC office.

What You’ll Do (Key Responsibilities) 

Change Management Execution 

• Own and execute the AI adoption change plan across priority business groups (stakeholder mapping, engagement strategy, communications, reinforcement), aligned to the AI Ops enablement roadmap and key launches. 

• Identify resistance and adoption friction; deliver targeted interventions and manager reinforcement (manager moments, nudges, office hours, playbooks, and manager-ready toolkits like talk tracks, team prompts, meeting guides, and micro-content). 

AI Champions Program Operations 

• Own end-to-end Champions operations: recruiting, onboarding, community management, and ongoing cadence. 

• Run recurring Champions rhythms (office hours, forums, community prompts, recognition); equip Champions with reusable assets (use-case templates, demo kits, safe-use guidance, facilitation guides) and remove blockers. 

Enablement Program Operations (Feedback, Roadmap, Content) 

• Establish and maintain feedback + reporting loops from Champions and business stakeholders into AI Ops priorities (wins, risks, recurring questions, workflow opportunities), including what’s working, what’s stuck, decisions needed, and recommended actions. 

• Own the enablement content operating system (taxonomy/tagging, findability, and content lifecycle), including a regular review cadence to refresh content as tools, policy, and workflows evolve. 

• Maintain the enablement content and engagement roadmap using feedback, engagement/adoption signals, and release milestones; apply a prioritization matrix to focus effort where it matters. 

• Operationalize AI onboarding for new hires in partnership with HR/L&D (evergreen process, ownership model, and refresh cycle). 

Cross-Functional Enablement Partnering 

• Partner with Learning, HR, IT/Security, and business leaders to keep messaging consistent, policy-aligned, and focused on outcomes. 

Qualifications & Experience 

• 6+ years in change/adoption enablement, transformation, or internal program operations (enterprise environment). 

• Direct experience running community-based programs (Champions networks, communities of practice, field enablement networks, super-user programs). 

• Strong program management skills: can run a program like a product - intake → prioritization → content governance → launch → measurement → iteration. 

• Experience managing enablement content lifecycle and findability (taxonomy/tagging, refresh cadence, and governance) across common tools (LMS/intranet/community learning ecosystem), in partnership with learning design. 

• Executive-ready communicator; strong stakeholder management and facilitation; comfortable influencing without authority. 

• Practical approach to change and reinforcement: understands what managers and frontline teams will actually adopt, and uses job aids/manager moments/nudges to drive behavior change. 

• Metrics-informed mindset: comfortable using adoption signals and qualitative feedback to prioritize interventions (you don’t need to be a data analyst, but you need to be data-literate). 

• Some travel - up to 10% 

• Nice to have: Experience with Copilot enablement, M365 adoption, or productivity-platform rollouts; familiarity with change management frameworks (ADKAR/Prosci). 

Why Join Us 

• Impact at Scale: Build and run the change + Champions engine that drives enterprise-wide AI adoption across global teams. 

• Career Growth: Lead high-visibility adoption initiatives with a direct line into enterprise AI priorities and roadmap decisions. 

• Culture of Innovation: Partner with AI Ops, IT/InfoSec/Legal, and business leaders to turn new capabilities into repeatable ways of working. 

• Future-Ready Work: Help shape how AI is safely and consistently embedded into day-to-day workflows—so impact scales beyond early adopters. 

• Executive Sponsorship: Backed by senior leadership, with a clear escalation path to unblock decisions and keep momentum.
•  

BENEFITS & PERKS

• Unlimited PTO
• Excellent medical, dental, and vision coverage
• Employee Equity
• Employee Discounts, Virtual Wellness Classes, and Pet Insurance And more!!

SALARY RANGE

The salary range for this role is $125,000 - $150,000, depending on location and experience. 

PEOPLE & CULTURE AT ZETA

Zeta considers applicants for employment without regard to, and does not discriminate on the basis of an individual’s sex, race, color, religion, age, disability, status as a veteran, or national or ethnic origin; nor does Zeta discriminate on the basis of sexual orientation, gender identity or expression.  

We’re committed to building a workplace culture of trust and belonging, so everyone feels invited to bring their whole selves to work. We provide a forum for employees to celebrate, support and advocate for one another. Learn more about our commitment to diversity, equity and inclusion here:  https://zetaglobal.com/blog/a-look-into-zetas-ergs/ 

ZETA IN THE NEWS!

https://zetaglobal.com/press/?cat=press-releases 

#LI-DD1