AI Governance Lead (Remote)
NeuralFabric
Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.
Location: Must sit in the U.S. - East Coast Preferred
Meet the Team
People Strategy & Operations empowers People & Communities to drive business growth by streamlining operations, enabling strategic planning, and delivering actionable insights and AI-enabled solutions. Through these efforts, we ensure our people and business strategies are aligned for maximum impact.
The Strategic AI & Workforce Insights team is at the forefront of accelerating AI adoption and transforming data into meaningful insights that support smarter, responsible, and people-first decisions across the enterprise. Our focus areas include delivering deep, data-driven workforce analytics to inform business strategy; accelerating generative AI innovation to enhance workforce outcomes and scale P&C services; and upholding the highest standards of responsible AI and data governance, with a strong commitment to quality, privacy, security, and ethical use of people data.
Your Impact
As the AI Governance Lead, you will architect and lead the governance structure for responsible and ethical generative AI use within the AI-Powered P&C architectural framework. This role is essential in safeguarding trust in P&C’s AI initiatives by ensuring transparency, fairness, accountability, and compliance with global regulations such as the EU AI Act. You will collaborate closely with Legal, Privacy, Risk, Compliance, Data Governance, and Enterprise AI functions to design, implement, and continuously monitor AI systems deployed across the employee lifecycle. You will serve as the ethical compass for AI in P&C—driving both innovation and model safety. Key Responsibilities below:
AI Governance & Oversight
Design and operationalize a P&C AI governance framework, aligned with enterprise AI policies, control standards, and regulatory requirements.
Lead the documentation of controls for AI model usage within P&C focused on the AI-Powered P&C work of the centralized HCM data lake house and the associated LLM-based systems, predictive analytics, and generative BI.
Ensure governance coverage across all AI use cases in P&C, including J&C, M&A, E&B, performance management, internal mobility, learning, workforce planning, employee experience, etc.
Ethical & Responsible AI Practices
Develop and enforce principles for fairness, explainability, transparency, and human-in-the-loop oversight in P&C’s AI applications.
Define and monitor metrics for model fairness, disparate impact, bias, and ethical risk.
Establish protocols for AI red teaming, ethical audits, and escalation of identified risks.
Audit, Risk, and Compliance
Conduct regular model audits and post-deployment monitoring to ensure ethical performance and compliance with P&C-specific impact thresholds.
Maintain audit trails, documentation, and model cards for P&C AI systems, ensuring transparency for internal and external review.
Partner with Legal and Risk to align practices with regulatory frameworks, including GDPR, the EU AI Act, and any emerging people-related AI governance mandates.
Cross-Functional Collaboration & Education
Serve as the liaison between P&C, Legal, Privacy, Security, and Enterprise AI governance boards.
Train and enable P&C teams and people data users on responsible AI principles, compliance requirements, and the importance of ethical AI in people practices.
Collaborate with data stewards and system owners to ensure the responsible sourcing, quality, and handling of human capital data.
Strategic Alignment & Leadership
Ensure that P&C’s AI governance efforts are integrated into the enterprise’s broader AI strategy and data governance frameworks.
Advise P&C leadership on governance implications for new AI use cases and innovations.
Minimum Qualifications:
Experience in governance, risk, compliance, or ethics roles with direct exposure to emerging technologies or AI systems.
Deep knowledge of data privacy, algorithmic accountability, and relevant global regulations (e.g., EU AI Act, GDPR, EEOC standards).
Experience working in or alongside P&C, with a strong understanding of people data, employee lifecycle systems, and the sensitivities surrounding people use cases.
Strong analytical and auditing skills with the ability to assess model performance, fairness, and risk.
Preferred Qualifications:
Experience with AI ethics or machine learning risk management.
Familiarity with AI/ML lifecycle tools, model monitoring platforms, and LLM applications in enterprise settings.
Experience with P&C platforms such as Workday, ServiceNow, Phenom, Cornerstone, or other human capital technologies.
Effective communication skills, with the ability to explain complex AI risks to both technical and non-technical stakeholders.
Why Cisco?
At Cisco, we’re revolutionizing how data and infrastructure connect and protect organizations in the AI era – and beyond. We’ve been innovating fearlessly for 40 years to create solutions that power how humans and technology work together across the physical and digital worlds. These solutions provide customers with unparalleled security, visibility, and insights across the entire digital footprint.
Fueled by the depth and breadth of our technology, we experiment and create meaningful solutions. Add to that our worldwide network of doers and experts, and you’ll see that the opportunities to grow and build are limitless. We work as a team, collaborating with empathy to make really big things happen on a global scale. Because our solutions are everywhere, our impact is everywhere.
We are Cisco, and our power starts with you.
Message to applicants applying to work in the U.S. and/or Canada:
The starting salary range posted for this position is $114,800.00 to $146,100.00 and reflects the projected salary range for new hires in this position in U.S. and/or Canada locations, not including incentive compensation*, equity, or benefits.Individual pay is determined by the candidate's hiring location, market conditions, job-related skillset, experience, qualifications, education, certifications, and/or training. The full salary range for certain locations is listed below. For locations not listed below, the recruiter can share more details about compensation for the role in your location during the hiring process.
U.S. employees are offered benefits, subject to Cisco’s plan eligibility rules, which include medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, paid parental leave, short and long-term disability coverage, and basic life insurance. Please see the Cisco careers site to discover more benefits and perks. Employees may be eligible to receive grants of Cisco restricted stock units, which vest following continued employment with Cisco for defined periods of time.
U.S. employees are eligible for paid time away as described below, subject to Cisco’s policies:
10 paid holidays per full calendar year, plus 1 floating holiday for non-exempt employees
1 paid day off for employee’s birthday, paid year-end holiday shutdown, and 4 paid days off for personal wellness determined by Cisco
Non-exempt employees** receive 16 days of paid vacation time per full calendar year, accrued at rate of 4.92 hours per pay period for full-time employees
Exempt employees participate in Cisco’s flexible vacation time off program, which has no defined limit on how much vacation time eligible employees may use (subject to availability and some business limitations)
80 hours of sick time off provided on hire date and each January 1st thereafter, and up to 80 hours of unused sick time carried forward from one calendar year to the next
Additional paid time away may be requested to deal with critical or emergency issues for family members
Optional 10 paid days per full calendar year to volunteer
For non-sales roles, employees are also eligible to earn annual bonuses subject to Cisco’s policies.
Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components, subject to the applicable Cisco plan. For quota-based incentive pay, Cisco typically pays as follows:
.75% of incentive target for each 1% of revenue attainment up to 50% of quota;
1.5% of incentive target for each 1% of attainment between 50% and 75%;
1% of incentive target for each 1% of attainment between 75% and 100%; and
Once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation.
For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay 0% up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.
The applicable full salary ranges for this position, by specific state, are listed below:
New York City Metro Area:
$137,900.00 - $201,100.00Non-Metro New York state & Washington state:
$122,800.00 - $178,700.00* For quota-based sales roles on Cisco’s sales plan, the ranges provided in this posting include base pay and sales target incentive compensation combined.
** Employees in Illinois, whether exempt or non-exempt, will participate in a unique time off program to meet local requirements.