Strategic Workforce Planning Lead

Chevron•Houston, TX

About The Position

Lead Chevron’s enterprise Strategic Workforce Planning (SWP) agenda across functions. Partner 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 practical plans to close capability gaps through building, buying, borrowing, or automation. The role connects strategy, analytics, and execution to help shape how Chevron develops, understands, and plans its future workforce. The position develops workforce vision and forecasts, assesses internal and external talent supply, provides competitive intelligence, and leads actions to address workforce gaps. It also uses Workday and analytics platforms to connect job architecture and skills taxonomies with workforce planning, develops forecasting and scenario models in Adaptive Planning and Power BI, defines metrics and governance, and prepares executive communications. The role coaches talent managers and HR business partners in applying workforce-planning processes at the function level.

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 forecast project skill needs and talent pipelines and inform strategic hiring decisions.

Nice To Haves

10+ 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 the effects of AI and automation on work design.

Responsibilities

Facilitate cross-functional workshops to align leaders on a five-year workforce vision tied to enterprise strategy, capital projects, and energy-transition scenarios.
Translate strategic priorities into workforce implications for roles, capabilities, and capacity, and establish a talent baseline by function.
Develop headcount and skills demand models for priority functions and job families, incorporating technology, market, and portfolio scenarios.
Assess internal workforce supply, including skills, proficiency, mobility, and location mix, as well as external talent availability; identify constraints and capability gaps.
Monitor competitor talent strategies and emerging operating models across oil and gas, national oil companies, and energy technology, and synthesize implications for leaders and the workforce plan.
Establish and monitor KPIs and success metrics for HR, learning, and talent milestones.
Facilitate function-level plans to close workforce gaps through upskilling and learning, targeted hiring, contract or gig talent, and technology or AI augmentation; define owners, milestones, and value cases.
Partner with HR centers of excellence in talent acquisition, learning and development, compensation, and organizational development to operationalize actions and incorporate them into annual cycles and quarterly business reviews.
Use Workday and analytics platforms to integrate job architecture and skills taxonomies into workforce planning, including mapping skills to job profiles and enabling reporting and career pathways.
Define workforce-planning metrics, dashboards, and governance to track outcomes.
Build, maintain, and refine workforce forecasting and scenario models in Adaptive Planning and Power BI.
Prepare executive-ready narratives, pre-reads, and decision materials, and align stakeholders across Strategy, Finance, and functional leadership.
Coach talent managers and HR business partners to conduct function-level workforce planning using the central playbook and templates.