Dodge & Cox runs a live, multi-model AI stack in daily use across the firm. We’re looking for an AI Enablement Manager to turn that access into deep, responsible fluency. You would hold a direct seat on the AI Steering Group, shaping an established program rather than a pilot, and at our size the work is visible: the programs one person builds change how the whole firm works, not a single business unit.
The role spans the change-management strategy, communications, training, and measurement that make that fluency real. The strongest candidate is technically fluent in today’s AI landscape and an expert in organizational change, credible with technologists and business leaders alike, quick to learn as tools evolve, comfortable with ambiguity, biased toward action, and energized by helping people do their best work. They can sit with a colleague to sharpen a prompt, then walk into a leadership meeting and explain an adoption strategy with equal effectiveness. The person in this role will be a leader who will work alongside a Research-focused enablement partner and in close coordination with the AI Steering Group, as well as the three other AI pillars at Dodge & Cox (Solutions, Infrastructure, and Governance). The role has senior leadership's backing and the standing to act quickly — deploying tools, working directly with vendors, and driving decisions across the firm — while leading through influence and the AI Champions Network (a cross departmental group of AI advocates) rather than a large team. This role is accountable for driving broad, responsible adoption at pace, and always in accordance with our high standards for addressing risk, fostering compliance, and maintaining client trust.
Key Responsibilities
You will lead the firm's AI enablement effort end-to-end. You will set the enablement strategy, communicate it, and build the programs that make it real. Specifically, you will:
- Own and continuously evolve the firm's AI enablement and change-management strategy, moving the firm from tool access to embedded, high-value use and adapting as the landscape, user behavior, and emerging risks change
- Own AI communications on behalf of the AI Steering Group and Committee, cascading clear, calibrated messages to managers, AI Champions, and departments, and sustaining the recurring guidance, tool comparisons, and how-to materials that keep a broad audience current and confident
- Track feature updates across the multi-model stack (Claude, ChatGPT, Gemini, and Copilot) and translate them into timely, practical guidance for a broad audience
- Build and oversee the firm's AI training and capability development, from foundational awareness to advanced, hands-on skill-building, including the shared prompt and skill library (with its firmwide sharing and governance path) and the AI Center resource hub, with external training partners, license and seat allocation, and certification tracking
- Partner with Legal, Compliance, Information Security, and Risk to build and, where needed, lead policy-aligned training so tools are used within firm policy
- Define adoption and fluency metrics with the AI Steering Group, and stand-up a per-department and firm-wide baseline and progress-measurement program
- Re-design and lead the AI Champions Network as a cross-functional feedback loop into all four AI pillars and the shared use-case pipeline, and build a manager-enablement program covering tools, use cases, and oversight responsibilities
- Coordinate tool rollouts with the Solutions and Infrastructure pillars and serve as the enablement liaison to the Help Desk, and navigate perspectives across technical, business, and control functions, knowing where alignment is essential, where experimentation fits, and when to decide or escalate
What Success Looks Like
- Employees across departments feel equipped and empowered to reimagine aspects of their work using AI, with the fluency to identify valuable applications and the judgment to operate within clear guardrails
- Measurable, sustained gains in AI adoption and fluency across departments, not just tool access, but genuine change in how people work in an AI-native way
- An enablement strategy that evolves as the technology, regulatory environment, and needs of the firm change, informed by data, user feedback, and lessons from experimentation
- A firm that stays current and confident on a fast-moving toolset, with communications that land and training people use
- Responsible adoption: high engagement paired with clear, well-understood compliance with firm policy
- A revitalized AI Champions Network and manager program that extends the firm's reach beyond the Enablement team itself to create organizational leverage around AI learnings.
- Trusted partnership across the Steering Group and the Solutions, Infrastructure, and Governance pillars, so rollouts reach users as one coherent experience
- An environment in which colleagues can raise concerns, challenge assumptions, share unsuccessful experiments, and learn from one another without slowing responsible progress
Qualifications
Required
- 5+ years in technology enablement and training, organizational change management, including experience supporting AI/digital transformation, ideally including firm-wide or enterprise-scale rollouts
- Demonstrated ability to drive measurable behavior change across an organization using a strategic and programmatic approach
- Strong technical and AI fluency: hands-on familiarity with leading generative AI tools and a working understanding of how they are used in a professional, data-sensitive setting
- Demonstrated learning agility quickly; develops fluency in unfamiliar technologies and business contexts, identifies patterns across new information, and adjusts plans as evidence and circumstances change
- Adaptable leadership; provides clear direction when needed, invites others to lead when they have greater expertise, and shifts between strategist, operator, coach, and facilitator based on the situation
- Intellectual humility and curiosity; actively seeks perspectives that may challenge initial assumptions, acknowledges uncertainty, and incorporates feedback without losing momentum or accountability
- Strong collaborative judgment; synthesizes differing perspectives, distinguishes between matters requiring consensus and those requiring a timely decision, and builds alignment across teams without direct authority
- Experience partnering with or serving within technology groups to drive iterative improvements in technology adoption and business process improvement
- Experience partnering with control functions (Legal, Compliance, Risk, and Information Security) on policy-aligned training or rollouts
- Mosaic thinking: connects signals across pillars and departments into clear direction, while planning, executing, and coordinating multiple strategic workstreams
- Exceptional written and verbal communication, proven ability to tailor messages across audiences. Distills complex, fast-changing information to the right altitude for each audience and drives alignment and accountability across teams
Preferred
- Experience in regulated compliance-intensive environment, preferably financial services
- Track record building or leading a champions network and/or a manager-enablement program
- Familiarity with adoption analytics and defining fluency or capability baselines from scratch
- Experience using pilots, feedback loops, and measurable outcomes to refine a change strategy over time
- Change-management credentials are a plus
The salary range for this position is $185-255k.
The listed pay scale denotes only the pay range of the base salary and does not include discretionary bonus compensation, which may make up an important portion of the total remuneration. Dodge & Cox encourages applicants to consider the value of the many competitive benefits it offers, including coverage of 100% of all healthcare premiums for employees and their families and fully funding a retirement plan at 25% of the total compensation to the IRS limit.
The job description above is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. It is the Company’s policy to provide equal opportunity to all persons without regard to race, color, religion, sex, pregnancy, marital or domestic partner status, sexual orientation, gender identity or expression, age, ancestry, national origin, disability, or medical condition, as defined in state and federal laws. This policy covers all aspects of employment including, but not limited to, recruitment, selection, training, promotion, transfer, compensation, demotion, and termination. By applying for a position with Dodge & Cox, you acknowledge that you have read our EEO Policy
All Dodge & Cox employees must adhere to the Firm’s security policies and Code of Ethics. Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.
