Program Manager, AI Workforce Enablement

About the role

At Curana Health, we're on a mission to radically improve the health, happiness, and dignity of older adults—and we're looking for passionate people to help us do it.   As a national leader in value-based care, we offer senior living communities and skilled nursing facilities a wide range of solutions (including on-site primary care services, Accountable Care Organizations, and Medicare Advantage Special Needs Plans) proven to enhance health outcomes, streamline operations, and create new financial opportunities.   Founded in 2021, we've grown quickly—now serving 200,000+ seniors in 1,500+ communities across 32 states. Our team includes more than 1,000 clinicians alongside care coordinators, analysts, operators, and professionals from all backgrounds, all working together to deliver high-quality, proactive solutions for senior living operators and those they care for.   Ranked #147 on the Inc. 5000 list of America's fastest-growing private companies, we're just getting started. If you're looking to make a meaningful impact on the senior healthcare landscape, you're in the right place—and we look forward to working with you.   For more information about our company, visit CuranaHealth.com. Summary Curana Health is building a federated AI transformation capability, and this role is the program management behind it. Two programs are already live: an AI SWAT team that drops into business functions, redesigns workflows using AI, and teaches each function’s builder/operators (the Operations and Automation Guild) to do the same; and an L&D initiative rolling AI training out across the organization and building the year-end assessment program.     This role owns that coordination across both programs, working directly with the Director of AI SWAT and the Director of Learning Operations, both of whom report to the VP of Learning & Development. It also carries a third mandate: building the talent acquisition processes that let Curana screen candidates for AI competency, so that how the company hires reflects how it now works.  Essential Duties & Responsibilities AI SWAT & Guild  Run the operating rhythm for the AI build portfolio: intake, staging, dependencies, launch sequencing, and weekly capacity, so there is one accurate answer at any point to where a build stands  Own communications and follow-through with Guild builder/operators, each at a different stage of learning to build  Drive a 90-day delivery gate against a prioritized set of workflow builds, tracked to a standard that holds up when a functional leader asks what they got  Produce ELT updates, gate reporting, ROI worksheets, and scorecards a leader can act on without a follow-up meeting  Build and maintain program controls where none exist today: consolidated status tracking, dependency mapping, and ROI documentation  Convert meetings into decisions and owned actions; manage agendas, decision logs, and owner follow-up  Coordinate tool readiness, system access, attestations, and approved storage checks; escalate compliance issues before they become blockers  AI Enablement  Coordinate the general-population AI training rollout across approximately 600 learners, a clinical cohort, and new hires on a continuous basis  Item development, review cycles, platform readiness, and completion reporting  Align scope, priorities, and handoffs across IT, Security, the health plan and medical group, Clinical Leadership, and L&D so concurrent programs stay in sync  Maintain the AI enablement roadmap: milestones, dependencies, and critical path across concurrent programs  Coordinate vendors, tools, and resources supporting training and assessment delivery  Produce program status reporting for leadership: progress, risks, decisions, and metrics  AI TA Assessments  Project management the design of an AI competency screening framework with Talent Acquisition  Pilot the process against real hiring cycles, and then scale across functions  Build the documentation and templates so the approach is repeatable and does not depend on any one person to run  Qualifications Four or more years running concurrent programs end to end, with cross-functional stakeholders and competing priorities  Experience building program infrastructure from scratch, or standing up a significant piece of it: tracker, status cadence, or reporting layer created where none existed, not inherited  Comfortable driving follow-through with stakeholders who do not report to you, with Director-level sponsorship to escalate when needed  Daily, hands-on use of AI tools for drafting, organizing, and analysis; comfort evaluating whether a tool or workflow meets security requirements before recommending it  Working familiarity with healthcare data security requirements: ability to distinguish approved from convenient storage, escalate access and attestation issues before they become blockers, and treat data handling as a hard constraint  Clear, audience-calibrated written communication: your status reports answer the question being asked without a follow-up call to interpret  Change management, enablement, or L&D experience a plus; PMP or Agile certification helpful but not required.