VP, Workforce Strategy

LUMA Energy•Santurce - Lucchetti, PR

About The Position

Directs and leads enterprise workforce strategy initiatives by aligning workforce planning, organizational capabilities, workforce analytics, and culture transformation efforts with business objectives to strengthen organizational readiness, operational effectiveness, and long-term business performance. Leads the development and execution of enterprise workforce culture strategies by defining and embedding the organizational behaviors, leadership expectations, employee value proposition, and workforce practices required to foster a culture of Radical Transparency, organizational alignment, employee engagement, and long-term cultural sustainability. Develops and drives the organization’s Employee Value Proposition (EVP) to strengthen employee engagement, support culture transformation objectives, and position the organization competitively in the talent market. Directs enterprise strategic workforce planning initiatives by aligning workforce forecasts, organizational design, and talent strategies with short and long-term business objectives, enabling executive leadership to proactively address workforce needs, capability gaps, and operational priorities. Leads workforce capability planning and enterprise skills strategies by identifying future organizational capability requirements, assessing workforce skill gaps, and partnering with internal and external stakeholders to implement workforce development, upskilling, and talent acquisition solutions that strengthen organizational readiness and business performance. Designs and oversees operational workforce planning frameworks, leadership assessment methodologies, and workforce analytics strategies that enable leaders to evaluate workforce readiness, monitor capability risks, leverage actionable workforce insights, and drive data-informed workforce decisions across the organization. Builds high-performing leadership teams to drive innovation, culture, and results. Provides strategic guidance, coaching, and continuous support to senior leaders to strengthen their leadership effectiveness and ensure aligned execution of organizational priorities. Oversees enterprise-wide people strategies to align leadership behavior with business goals, resulting in stronger organizational culture. Directs financial planning and resource allocation across functions to support enterprise growth and profitability. Uses KPIs to evaluate business unit performance and guide strategic execution. Champions and models enterprise-wide adherence to governance, compliance, and ethical standards while fostering a workplace culture rooted in diversity, safety, fairness, open communication, and the highest levels of ethical behavior to uphold organizational integrity and regulatory alignment. Leads and supports organizational strategies for the restoration of critical services and emergency preparedness to ensure business continuity and community trust. Embraces and leads additional strategic responsibilities as needed to advance enterprise objectives and organizational resilience.

Requirements

Bachelor’s degree in business administration, human resources, organizational development, industrial/organizational psychology or related field.
15 years' experience in similar functional role, with responsibilities of workforce planning, talent acquisition, change management and transformation, and at least 8 years' experience in senior leadership or executive-level roles overseeing multiple business units or enterprise-level functions.
Experience managing projects, and overseeing large budgets and complex operations.
Demonstrated experience designing, supporting, and leading organization-wide initiatives.
Experience implementing headcount management or resource planning from scratch.
Background in management consulting with a focus on organizational design or human capital.
Demonstrated experience designing, supporting, and leading organization-wide initiatives.
Master’s degree in a relevant field may substitute when accompanied by a minimum of 12 years of experience performing related functions and at least 8 years of progressive experience in senior leadership or executive-level roles overseeing multiple business units or enterprise-level functions.
Doctor’s degree in a relevant field may substitute when accompanied by a minimum of 8 years of experience performing related functions and with progressive experience in senior leadership or executive-level roles overseeing multiple business units or enterprise-level functions.
Strategic Workforce Planning: Aligns workforce strategies and organizational capabilities with business objectives and future workforce needs.
Executive Influence: Builds credibility and influences leadership decision-making on workforce and organizational strategies.
Workforce Analytics: Leverages workforce data and insights to support strategic planning and operational effectiveness.
Change Leadership: Leads workforce, organizational, and cultural transformation initiatives effectively.
Collaboration & Communication: Partners across functions and communicates workforce strategies and insights clearly and effectively.

Nice To Haves

Master’s degree in business administration, organizational leadership or related field, is preferred.
Human Resources certifications, workforce planning or project management are preferred.

Responsibilities

Leads the development and execution of enterprise workforce culture strategies.
Develops and drives the organization’s Employee Value Proposition (EVP).
Directs enterprise strategic workforce planning initiatives.
Leads workforce capability planning and enterprise skills strategies.
Designs and oversees operational workforce planning frameworks, leadership assessment methodologies, and workforce analytics strategies.
Builds high-performing leadership teams to drive innovation, culture, and results.
Provides strategic guidance, coaching, and continuous support to senior leaders.
Oversees enterprise-wide people strategies to align leadership behavior with business goals.
Directs financial planning and resource allocation across functions.
Uses KPIs to evaluate business unit performance and guide strategic execution.
Champions and models enterprise-wide adherence to governance, compliance, and ethical standards.
Leads and supports organizational strategies for the restoration of critical services and emergency preparedness.