Head of Workforce & Talent Transformation

Fluence•Alpharetta, GA

About The Position

The Head of Workforce and Talent Transformation is responsible for shaping and leading the evolution of the Fluence workforce and talent ecosystem to support business strategy, growth, and long‑term competitiveness. This role integrates talent management, talent acquisition, workforce planning, organizational design, culture, and capability development into a cohesive, future‑focused system. Acting as both strategist and change leader, the Head of Workforce and Talent Transformation ensures the organization has the right capabilities, structures, and leadership to deliver today—while preparing for what’s next.

Requirements

10+ years of progressive experience across workforce planning, talent management, organizational development, or related HR disciplines.
Proven experience leading enterprise‑level transformation initiatives.
Strong business and financial acumen with the ability to translate strategy into workforce action.
Deep understanding of multiple talent domains and how they operate as a system.
Demonstrated success influencing senior leaders and leading change in complex organizations.

Nice To Haves

Experience in global, matrixed, or scaling environments preferred.

Responsibilities

Workforce & Talent Transformation Strategy Design and lead an integrated workforce and talent transformation strategy aligned to business priorities and growth plans.
Translate enterprise strategy into clear talent, capability, and workforce implications.
Serve as a trusted advisor to senior leaders on workforce risks, opportunities, and transformation priorities.
Strategic Workforce Planning Lead enterprise workforce planning, including demand forecasting, critical role identification, and build‑buy‑borrow decisions.
Partner with business leaders and HRBPs to align workforce plans with organizational design and operating models.
Use data and insights to anticipate future skills and capability needs.
Talent Management, Performance & Succession Own and evolve talent management frameworks, including performance management, talent reviews, and succession planning.
Ensure consistent, fair, and future‑oriented approaches to assessing performance, potential, and readiness.
Translate talent insights into targeted development, mobility, and retention strategies.
Execute on an enterprise-wide calendar of data collection for the Big 5! Performance, Retention, Capability, SPOF, Development Maintenance and update on Talent Related Tools
Talent Acquisition & Internal Mobility Partner with external partner Cielo to ensure external hiring strategies align with workforce plans and internal talent pipelines.
Integrate internal mobility, succession, and development into hiring and workforce decisions.
Elevate the employee and candidate experience through clear, connected talent processes.
Learning, Development & Coaching Define the enterprise learning and development strategy, spanning leadership development, functional capability building, and career growth.
Oversee coaching, development programs, and learning investments to build leadership effectiveness and organizational capability.
Ensure development efforts are measurable, impactful, and aligned to future needs.
Organizational Design & Change Leadership Partner with HR and business leaders on organizational design, role clarity, and structural evolution.
Lead change management approaches for major workforce, talent, and organizational initiatives.
Equip leaders to lead transformation, adoption, and sustained change.
Culture, Engagement & Leadership Effectiveness Champion a culture that supports performance, growth, accountability, and engagement.
Own listening posts: annual engagement survey and weekly pulse surveys Partner on employee engagement strategies, using insights to drive targeted action and leadership behavior change.
Embed culture and leadership expectations into talent, performance, and development systems.
Governance, Insights & Continuous Improvement Own enterprise talent and workforce insights, analytics, and reporting to support executive decision‑making.
Continuously assess and evolve talent systems, processes, and tools for scalability and impact.
Ensure global consistency with appropriate local flexibility.