Director, Strategic Workforce & Skills Transformation

AVEVA•San Leandro, CA

1d•Hybrid

About The Position

AVEVA is creating software trusted by over 90% of leading industrial companies. This role has end‑to‑end accountability for shaping how skills and workforce decisions are made across the organisation. The role purpose is to lead the design and delivery of a company-wide workforce planning approach and enterprise skills taxonomy, translating strategy into a three year, outcomes-based change roadmap. The role ensures we have the right skills, in the right places, at the right time, improving productivity, accelerating transformation, and enabling equitable, skills-based talent practices. This is a standalone role, working at pace to lead strategically and to operationally deliver on the ground, in partnership with a cross-functional project team.

Requirements

Significant experience in business partnering, workforce strategy, org design, talent/skills transformation, or enterprise change in a complex, global organization.
Demonstrated track record rolling out digitally enabled skills taxonomies and integrating them into HR processes (job architecture, TA, L&D, career & reward).
Experience building organisation wide workforce planning approaches and analytics (scenario modelling, demand/supply, capacity and cost).
Led multi-year programs with technology enablement (e.g. HCM, LMS/LXP, Talent Marketplace, analytics platforms).
Comfortable operating with senior executives and works councils; able to navigate matrixed, multi-region environments.
Business strategy and business acumen: Strategy planning process, future thinking, organisation modelling and fit in different dimensions - geographical coverage, capability and capacity.
Strategic Workforce Planning: Scenario planning, demand modelling, location strategy, skills adjacency, organisation design.
Skills Architecture: Philosophy, approach & governance including proficiency scales, assessments, job/role/employee framework alignment.
Change Leadership: Stakeholder management, engagement, training, adoption and reinforcement.
Program & Portfolio Management: Building out roadmaps, managing programmes, vendor management, budgeting.
Data & Analytics: AI analytical skills, data modelling, dashboarding; fluency with people analytics and visualization tools.
Tech Enablement: Understanding of AI and people technology – could include HCM suites, learning systems, talent marketplaces, workforce planning technologies, skills technologies; API/integration concepts.
Influence & Communication: Executive-level storytelling, facilitation, and influencing.
Governance & Risk: Data privacy, ethical AI, ER/works council engagement.

Responsibilities

Translate the organisation strategy into 3–5 year workforce scenarios; define demand and supply models, critical roles, and pathways.
Use workforce and external data insights to inform the future organisation design strategy on topics such as AI.
Design the enterprise skills philosophy: scope, structure, governance, technology needs and refresh cadence.
Define the workforce planning operating model (RACI, governance forums, planning calendar, data standards, controls) that has the right level of agility for the company.
Build and manage the multi-year transformation roadmap; own program planning, resourcing, budget, and risk management.
Deliver the tech enabled workforce planning and skills approach leading with pilots (e.g., 1–2 priority business units) and scale proven approaches globally.
Drive change management: stakeholder mapping, communications, leadership alignment, training, and adoption tracking.
Introduce and embed the operating model and governance needed for success and agility.
Partner with People Tech & IT to bring in new technology and/or configured/integrated with Workday that enable agile workforce planning, organisation data insights and skills taxonomy (including skills profiles, assessments, and job descriptions).
Define KPIs and dashboards (e.g., AI implications on roles, skills coverage, gap closure velocity, geographic coverage, organisation capacity, time-to-skill, capability risk).
Oversee data quality, privacy, ethics, and responsible AI considerations in skills inference/matching.
Set up and manage appropriate steering, design and delivery project teams.
Manage compliance needs, works councils/ER requirements, and data protection standards.
Coach HRBPs and business leaders in new planning and skills practices.