Strategic Workforce Planning Lead

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.

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.

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