Michael Baker International has hired Alicia Marchman as VP of Talent Acquisition & HR AI Transformation, a role that puts her in charge of both the firm's recruiting strategy and its push to embed AI and automation across HR operations. Marchman joins the Pittsburgh-based engineering and consulting firm from AECOM, where she spent nearly 20 years and most recently served as global head of talent acquisition.
In her new position, Marchman will lead the integration of AI, automation, and digital tools across recruiting and HR functions to support decision-making, streamline workflows, and improve the candidate and employee experience. She will also use technology and data insights to help Michael Baker attract and develop talent, while building a culture of continuous learning within the talent acquisition team.
A leadership mandate for AI-enabled HR
Marchman reports to Tanya Currie, Michael Baker's chief human resources officer. Currie said the company sees technology as central to HR's future.
"Our people are the foundation of everything we do at Michael Baker and the driving force behind our success," Currie said. "As technology continues to transform the future of HR, we have a tremendous opportunity to leverage emerging technologies and data-driven insights to create better experiences, make more informed decisions, and attract, develop, and retain exceptional talent."
Currie added that Marchman's leadership will help position Michael Baker "at the forefront of HR innovation." For HR professionals, this signals a growing expectation that talent leaders will own both recruiting outcomes and the technology strategy behind them.
Experience across enterprise recruiting
Marchman brings more than 25 years of industry experience, including over 15 years building enterprise recruiting teams. At AECOM, she advanced from senior recruiter to senior director of global talent acquisition process and technology before becoming VP and global head of talent acquisition. Earlier, she led recruiting for national nuclear staffing programs at RCS Corporation.
She holds a bachelor's degree in communications from the University of South Carolina Aiken and maintains SHRM-SCP, SPHR, and Prosci change management certifications. Her background spans full-cycle recruitment across technical, professional, and executive roles.
Michael Baker employs more than 6,000 people across 120 office locations. The firm provides engineering, architecture, consulting, and technology services across infrastructure, facilities, federal government, and GovTech markets.
As companies move more HR work onto AI-enabled platforms, roles like Marchman's signal a shift in what top HR leaders are expected to manage. AI for Human Resources professionals who develop skills in automation and data-driven talent decisions may find themselves better positioned for similar leadership tracks. For CHROs planning their own transformation efforts, an AI Learning Path for CHROs offers a structured way to map AI initiatives to business priorities.
Why this matters for HR professionals
This appointment signals that AI transformation in HR is no longer an IT project - it's a leadership mandate. HR leaders who can pair recruiting expertise with hands-on knowledge of AI systems will be the candidates companies pursue for senior roles. The practical takeaway: if you're in talent acquisition or HR operations, building fluency in how AI tools change sourcing, screening, and employee experience is no longer optional career development.
Your membership also unlocks:
