Workforce Planning & Talent Supervisor

Frontier Energy•Pleasanton, CA

About The Position

At Frontier Energy, we’re more than just engineers and professionals—we’re a team of innovators, problem-solvers, and visionaries dedicated to advancing clean energy solutions. Our mission is to pioneer the intelligent use of energy for a sustainable and resilient future. We offer a collaborative and dynamic workplace where your ideas are heard, nurtured, and transformed into impactful solutions. With a flat hierarchy and open-door policy, every team member is empowered to experiment, take ownership, and make a real difference. Beyond fostering an inspiring culture, we provide competitive compensation, comprehensive benefits, and opportunities for growth. Join us and be part of a team that’s shaping the future of energy while leaving a positive impact on the world. Unlike a traditional human resources role, this is an operational position. The Workforce Planning & People Supervisor is an operational role that ensures programs have the right people, skills, and capacity to successfully deliver client work while leading employee performance, development, and career growth. The role will work closely with Program Managers, Vice Presidents, Human Resources, and other People Leaders to align workforce planning with business priorities, optimize resource utilization, strengthen organizational capability, and build a high-performing team.

Requirements

Bachelor's degree or equivalent relevant experience.
Five (5) or more years of experience in workforce planning, operations, resource management, project coordination, or people leadership.
Experience leading employee performance, coaching, hiring, and workforce planning in a collaborative environment.
Strong communication, analytical, problem-solving, and relationship-building skills.
Proficiency with Microsoft Office and workforce or project management systems.

Nice To Haves

Experience in consulting, professional services, engineering, utilities, research, or another project-based environment.
Experience with resource planning, utilization management, capacity forecasting, succession planning, OKRs/KPIs, or talent analytics.

Responsibilities

Partner with Program Managers to forecast staffing needs and develop workforce plans.
Assign and reallocate employees based on program priorities, skills, capacity, and development opportunities.
Monitor utilization, workforce capacity, and staffing trends to proactively address resource gaps and delivery risks.
Lead recruiting, interviewing, hiring, onboarding, and successful integration of new employees.
Coach and develop employees through regular one-on-one meetings, performance reviews, mentoring, and career planning.
Lead performance management, including goal setting, OKRs/KPIs, recognition, and corrective action when needed.
Identify skill gaps and coordinate development opportunities that strengthen organizational capability and succession readiness.
Use workforce data and analytics to support staffing decisions, improve operational efficiency, and prepare for future business needs.
Partner across departments to align people strategies with client delivery and business objectives.