Strategic Workforce Planning Lead
- Facilitate cross-functional workshops to align leaders on a bold, 5-year workforce vision tied to enterprise strategy, capital project pipeline, and energy transition scenarios.
- Translate strategic priorities into workforce implications (roles/capabilities/capacity), establishing a clear talent baseline by function.
- Build demand models (headcount & skills) for priority functions and job families; layer technology, market, and portfolio shifts into scenarios.
- Quantify internal supply (skills, proficiency, mobility, location mix) and external market availability; identify constraints and hotspots where supply is tight or capability gaps are material
- Monitor competitor moves, talent strategies, and emerging operating models across oil & gas, NOCs, and energy tech-synthesizing insights for leaders and impacts on strategic workforce plan.
- Establishes and monitors key performance indicators (KPIs) and success metrics for HR and Learning and Talent milestones.
- Facilitate function level action plans: build (upskilling/learning), buy (targeted hiring), borrow (contract/gig), and automate (technology/AI augmentation) with clear owners, milestones, and value cases.
- Partner with HR COEs (TA, L\&D, Comp, OD) to operationalize actions and embed them into annual cycles and quarterly business reviews.
- Leverage Workday and analytics platforms to integrate job architecture and skills taxonomy into SWP (mapping skills to job profiles; enabling reporting and career pathways).
- Define metrics, dashboards, and governance to track SWP outcomes
- Model Development: Build, maintain, and refine workforce planning forecasting and scenario models in Adaptive Planning and Power BI.
- Craft concise, executive ready narratives, prereads, and decision materials for Leaders/sponsors; manage alignment across Strategy, Finance, and functional leadership
- Coach talent managers/HR business partners to run SWP at the function level using the central playbook and templates.
- Bachelor's degree required; Master's in Business, HR, Analytics, or related field preferred.
- 10+ years in oil & gas (E\&P, refining, petrochemicals, or energy services) spanning HR Strategy, Org/Talent, or Management Consulting.
- Proven expertise in workforce planning, scenario modeling, and skills based talent strategy; strong consulting skills (structured problem solving, stakeholder management, executive communication).
- Fluency with Workday (job profiles/skills), Excel/Power BI, and visualization tools; familiarity with AI/automation impacts on work design.
- Strategic & systems thinking; ability to connect business strategy to talent implications.
- Analytical rigor; comfort with ambiguity, scenarios, and sensitivity analysis.
- Influence without authority; strong collaboration and facilitation across senior leaders and technical functions.
- Clear, concise communication-"storylining" complex analysis into decisions.
- Change leadership and coaching; building repeatable processes and playbooks
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