Company Overview
KLA is a global leader in diversified electronics for the semiconductor manufacturing ecosystem. Virtually every electronic device in the world is produced using our technologies. No laptop, smartphone, wearable device, voice-controlled gadget, flexible screen, VR device or smart car would have made it into your hands without us. KLA invents systems and solutions for the manufacturing of wafers and reticles, integrated circuits, packaging, printed circuit boards and flat panel displays. The innovative ideas and devices that are advancing humanity all begin with inspiration, research and development. KLA focuses more than average on innovation and we invest 15% of sales back into R&D. Our expert teams of physicists, engineers, data scientists and problem-solvers work together with the world’s leading technology providers to accelerate the delivery of tomorrow’s electronic devices. Life here is exciting and our teams thrive on tackling really hard problems. There is never a dull moment with us.Group/Division
The vision of KLA’s global human resources organization is to become a leader and partner to operating leadership in support of the company’s efforts to achieve its strategic growth, customer and operating objectives through strategic talent management. Our mission is to enable the business, and leverage human resources to achieve short and long-term business objectives. Our primary areas of strategic focus include talent acquisition, individual and organizational assessment and development, performance management, inclusion and engagement, and rewards. The global HR organization includes HR business partners, learning and development, talent acquisition, compensation and benefits, employee communications, and HR system operations.Job Description/Preferred Qualifications
The AI Workforce Consultant partners with partners with business, HR, IT, and functional leaders to accelerate AI fluency, responsible adoption, and embed AI into everyday work. This role focuses on translating AI capabilities into workforce-ready skills, enabling employees and leaders to confidently use AI tools, redesign work processes, and drive measurable business outcomes. The consultant blends change management, learning design, and applied AI expertise to help organizations move from experimentation to sustained, scalable AI adoption.
Key Responsibilities
AI Literacy & Capability Building:
Design and deliver role‑based AI literacy and enablement experiences for executives, managers, employees, individual contributors and HR teams.
Translate complex AI concepts (e.g., generative AI, copilots, recommendations, automation) into clear, practical guidance tied to real work and workflows.
Develop learning journeys covering AI fundamentals, responsible AI, prompt literacy, use-case thinking, and role-specific applications.
Support the development and rollout of AI usage guidelines and guardrails.
Coach leaders to model responsible AI use, set clear expectations, and actively sponsor adoption within their teams.
Support managers in addressing workforce concerns (trust, job impact, misuse) and in reinforcing new AI‑enabled ways of working.
Enable employees to identify tasks and workflows that can be augmented by AI, reinforcing AI as a productivity assistant rather than a replacement for human judgment.
Upskill HR partners to lead AI enablement by strengthening their confidence, fluency, and influence around AI and to embed AI literacy, adoption, and responsible use into talent, learning, workforce planning, and change practices. Help HR evolve from AI support to AI change leadership.
Facilitate workshops, hands-on labs, and enablement sessions (virtual and in-person).
Gather feedback and insights to continuously improve AI enablement programs.
Share best practices, case studies, and lessons learned across the organization.
AI Adoption & Change Enablement:
Partner with business leaders to identify high-value AI use cases aligned to strategic priorities.
Support teams in integrating AI tools into daily workflows, processes, and decision-making.
Address adoption barriers such as fear, skill gaps, misuse concerns, and trust through structured change management.
Partner with functional teams to move from experimentation to scaled, repeatable AI usage.
Create adoption playbooks, communications, and reinforcement strategies.
Workforce & Operating Model Transformation:
Assess workforce readiness for AI, including skills, roles, and operating models.
Advise on job redesign, skill evolution, and human‑AI collaboration models.
Collaborate with HR, L&D, IT, Legal, and Compliance to align AI adoption with policies and governance.
Responsible & Ethical AI Enablement:
Educate employees on responsible AI use, data privacy, security, and ethical considerations.
Support the development and rollout of AI usage guidelines and guardrails.
Reinforce trust and accountability in AI-enabled work.
Measurement & Continuous Improvement:
Define and track success metrics (adoption, proficiency, productivity, engagement).
Gather feedback and insights to continuously improve AI enablement programs.
Share best practices, case studies, and lessons learned across the organization.
Qualifications
Preferred:
Hands-on experience with AI tools (e.g., generative AI, copilots, automation platforms).
Background in organizational change management frameworks (e.g., Prosci, ADKAR).
Experience designing enterprise learning programs or capability academies.
Familiarity with responsible AI, data privacy, and AI governance concepts.
Consulting experience or experience working in large, matrixed organizations.
Bachelor’s degree in Business, Human Resources, Organizational Development, Technology, or a related field (or equivalent experience).
10+ years of experience in change management, learning & development, digital transformation, consulting, or workforce enablement.
Key Skills & Competencies:
AI literacy and applied use‑case thinking
Prompt design and coaching to achieve consistent, high‑quality outputs
Change management and adoption strategy
Workforce transformation and job redesign
Stakeholder influence and executive communication
Systems thinking and business acumen
Champion KLA Values-success in this role requires strong interpersonal and leadership capabilities, grounded in KLA’s values and commitment to high‑performing, inclusive teams. Demonstrates perseverance and a drive to be better, especially when navigating ambiguity, resistance, or early‑stage AI adoption challenges—reflecting KLA’s emphasis on high performance and continuous improvement.
Demonstrated experience translating sophisticated technology concepts into practical, human-centered learning.
Strong facilitation, presentation, and stakeholder engagement skills.
Ability to work cross-functionally with business, HR, IT, and leadership teams.
Minimum Qualifications
Bachelors Degree plus 12 years' experience; or Masters Degree plus 8 years' experience; or PhD plus 5 years' experience
Interns are eligible for some of the benefits listed. Our pay ranges are determined by role, level, and location. The range displayed reflects the pay for this position in the primary location identified in this posting. Actual pay depends on several factors, including state minimum pay wage rates, location, job-related skills, experience, and relevant education level or training. We are committed to complying with all applicable federal and state minimum wage requirements where applicable. If applicable, your recruiter can share more about the specific pay range for your preferred location during the hiring process.
KLA is proud to be an Equal Opportunity Employer. We will ensure that qualified individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us at talent.acquisition@kla.com or at +1-408-352-2808 to request accommodation.
Be aware of potentially fraudulent job postings or suspicious recruiting activity by persons that are currently posing as KLA employees. KLA never asks for any financial compensation to be considered for an interview, to become an employee, or for equipment. Further, KLA does not work with any recruiters or third parties who charge such fees either directly or on behalf of KLA. Please ensure that you have searched KLA’s Careers website for legitimate job postings. KLA follows a recruiting process that involves multiple interviews in person or on video conferencing with our hiring managers. If you are concerned that a communication, an interview, an offer of employment, or that an employee is not legitimate, please send an email to talent.acquisition@kla.com to confirm the person you are communicating with is an employee. We take your privacy very seriously and confidentially handle your information.