Strategic Workforce Planning Lead

Chevron•Houston, TX

13h

About The Position

The Strategic Workforce Planning Lead will lead Chevron’s enterprise Strategic Workforce Planning (SWP) agenda across functions. The role partners with business and HR leaders to shape a long-term workforce vision, forecast demand and supply for critical job families and skills, benchmark against competitors, and facilitate action plans to close capability gaps. It operates at the intersection of strategy, analytics, and execution, helping shape how Chevron develops, understands, and plans its future workforce. The position connects workforce plans to enterprise strategy, the capital project pipeline, and energy transition scenarios. It develops workforce demand and supply models, assesses internal and external talent availability, and identifies capability constraints and hotspots. It also translates analysis into practical build, buy, borrow, or automate plans with accountable owners, milestones, and value cases. The Lead uses Workday and analytics platforms to integrate job architecture and skills taxonomies into planning, and builds and maintains forecasting and scenario models in Adaptive Planning and Power BI. The role communicates findings and recommendations to senior leaders, supports alignment across Strategy, Finance, and functional leadership, and coaches talent managers and HR business partners to apply a central SWP playbook. U.S.-domestic relocation may be considered; expatriate assignments will not be considered. Chevron cannot sponsor employment visas or consider individuals on time-limited visa status.

Requirements

Bachelor’s degree in Business, Human Resources, Engineering, Data Analytics, or a related field.
Proven expertise in workforce planning, scenario modeling, and skills-based talent strategy.
Strong consulting, facilitation, stakeholder management, executive communication, and influencing skills with senior leaders and cross-functional teams.
Experience developing long-range workforce plans that project skill needs and talent pipelines and inform strategic hiring decisions.

Nice To Haves

10 or more years of experience in oil and gas (E&P, refining, petrochemicals, or energy services) spanning HR Strategy, Organizational/Talent roles, or Management Consulting.
Master’s degree or certification in Business, HR, Analytics, Engineering, Workforce Planning, or a related field.
Fluency with Workday job profiles and skills, Excel, Power BI, and visualization tools.
Familiarity with AI and automation impacts on work design.

Responsibilities

Facilitate cross-functional workshops to align leaders on a five-year workforce vision tied to enterprise strategy, the capital project pipeline, and energy transition scenarios.
Translate strategic priorities into workforce implications, including roles, capabilities, and capacity, and establish a talent baseline by function.
Build headcount and skills demand models for priority functions and job families, incorporating technology, market, and portfolio shifts into scenarios.
Quantify internal talent supply, including skills, proficiency, mobility, and location mix, as well as external market availability; identify supply constraints and material capability gaps.
Monitor competitor talent strategies and emerging operating models across oil and gas, national oil companies, and energy technology, and synthesize insights and implications for leaders.
Establish and monitor KPIs and success metrics for HR and Learning and Talent milestones.
Facilitate function-level action plans to build capabilities through upskilling and learning, buy through targeted hiring, borrow through contract or gig talent, and automate through technology or AI augmentation.
Partner with HR Centers of Excellence, including Talent Acquisition, Learning and Development, Compensation, and Organizational Development, to operationalize actions and embed them in annual cycles and quarterly business reviews.
Use Workday and analytics platforms to integrate job architecture and skills taxonomies into SWP, including mapping skills to job profiles and enabling reporting and career pathways.
Define metrics, dashboards, and governance to track SWP outcomes.
Build, maintain, and refine workforce planning forecasting and scenario models in Adaptive Planning and Power BI.
Prepare executive-ready narratives, pre-reads, and decision materials, and manage alignment across Strategy, Finance, and functional leadership.
Coach talent managers and HR business partners to conduct function-level SWP using the central playbook and templates.