Strategic Workforce Planning Lead

Total Number of Openings

Chevron is accepting online applications for thepositionStrategic Workforce Planning Lead through 01/23/2026 at11:59 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 crossfunctional workshops to align leaders on a bold 5year 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 techsynthesizing 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 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.

Qualifications

• Bachelors degree required; Masters 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.

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 communicationstorylining complex analysis into decisions.
• Change leadership and coaching; building repeatable processes and playbooks

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 .

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