Strategic Workforce Planning Lead

About this role

Total Number of Openings 1

Chevron is accepting online applications for the position  Strategic Workforce Planning Lead through​ 09/09/2026 at  11:59 p.m.   Central Time Zone .   

Lead the 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   pragmatic action plans (build/buy/borrow/automate) to close capability gaps. Positioned at the intersection of strategy, analytics, and execution, this role offers the opportunity to shape the framework of how Chevron develops,   understands   and plans its workforce   of   the future.  

Key Responsibilities  

1) Shape the   Long Term   Workforce Vision  

• 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.  

2) Forecast Demand & Assess Supply  

• 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  

3) External Intelligence & Competitive Benchmarking  

• 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.  

4) Drive Actions to Close Gaps  

• 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.  

5) Data, Architecture & Tooling  

• 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.  

6) Senior Level Communication & Change Leadership  

• Craft concise, executive ready narratives,   pre reads , 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.  

Required Qualifications • Bachelor’s degree required   in Business, Human Resources, Engineering, Data   Analytics   or   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   which   forward   project skill needs,   talent pipelines, and strategic hiring decisions

Preferred Qualifications  

• 10+ years   in oil   an d   gas ( E&P,   refining, petrochemicals, or energy services) spanning HR Strategy, Org/Talent, or Management Consulting.  

• Master’s   degree   or certificatio n   in Business, HR,   A nalytics,   E ngineering,   W orkforce   P lanning   or   related   field.  

• Fluency with Workday (job profiles/skills), Excel/Power BI, and visualization tools; familiarity with AI/automation   impacts on   work design.  

Core Competencies  

• 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 “ story lining ” complex analysis into decisions.  

• Change leadership and coaching; building repeatable processes and playbooks  

Relocation Options:      

US-domestic relocation may be considered.   

International Considerations:     

Expatriate assignments  will not  be considered.   

Chevron regrets that it is unable to sponsor employment Visas or consider individuals on time-limited Visa status for this position.   

U.S. Regulatory notice:

Chevron is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, sex (including pregnancy), sexual orientation, gender identity, gender expression, national origin or ancestry, age, mental or physical disability, medical condition, reproductive health decision-making, military or veteran status, political preference, marital status, citizenship, genetic information or other characteristics protected by applicable law.

We are committed to providing reasonable accommodations for qualified individuals with disabilities. If you need assistance or an accommodation, please email us at emplymnt@chevron.com .

Chevron participates in E-Verify in certain locations as required by law.

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