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Chevron

Strategic Workforce Planning Lead

Houston, TX · On-site

Lead the enterprise Strategic Workforce Planning (SWP) agenda across functions. Partner with business and HR leaders to shape along termworkforce vision, forecast demand and supply for critical job ...

Kyndryl

Director Strategic Workforce Planning

$156K - $296K/yr

The Role Your role As Director, Strategic Workforce Planning, you will focus on ensuring the organization has the right capacity in place to meet current and future demand. You will translate ...

Hobbsnews

$187K - $271K/yr

Partner with business, HR, and Finance teams to align capacity plans with workforce strategies and financial targets * Build and maintain forecasting models and planning scenarios to support decision ...

Visier Solutions Inc

Workforce Planning Advisor

OR · On-site +1

Strategic Advisory & Value Realization: Lead high-impact consulting engagements for enterprise clients, aligning advanced workforce planning technology to strategic business drivers, job redesign ...

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How much do strategic workforce planning jobs pay per year?

As of Sep 12, 2026, the average yearly pay for strategic workforce planning in the United States is $119,462.00, according to ZipRecruiter salary data. Most workers in this role earn between $100,500.00 and $138,500.00 per year, depending on experience, location, and employer.

What is strategic workforce planning?

A Strategic Workforce Planning job involves analyzing an organization’s current and future workforce needs to ensure the right talent is in place to achieve business objectives. Professionals in this role assess workforce trends, skills gaps, and succession planning while aligning talent strategies with long-term business goals. They collaborate with HR, finance, and leadership teams to develop data-driven workforce solutions. This role requires a strong understanding of labor market trends, organizational strategy, and workforce analytics.

What does a typical week look like for someone working in strategic workforce planning?

A typical week in Strategic Workforce Planning involves a mix of data analysis, forecasting future talent needs, and meeting with department leaders to understand business objectives. You may spend time developing workforce models, reviewing hiring trends, and creating reports to present recommendations to senior management. Collaboration with HR business partners, finance, and operations teams is common, making effective communication and relationship-building important. The work is both analytical and strategic, offering exposure to high-level decision-making and providing a solid pathway for career advancement into broader HR or organizational leadership roles.

What are the key skills and qualifications needed to thrive in strategic workforce planning, and why are they important?

To thrive in Strategic Workforce Planning, you need strong analytical abilities, business acumen, and a solid understanding of human resources principles, typically supported by a degree in HR, business, or a related field. Familiarity with workforce analytics platforms, HRIS, and advanced Excel skills—plus certifications like SHRM-SCP or SWP—are often considered a plus. Excellent communication, stakeholder management, and problem-solving skills help you influence decision-making and foster cross-departmental collaboration. These competencies are crucial because the role requires aligning talent strategies with business goals and ensuring the organization can anticipate and respond to workforce needs.

What does a strategic workforce planner do?

A strategic workforce planner analyzes an organization’s current and future staffing needs to ensure the right talent is in place to meet business goals. They use data, forecasting, and planning tools to develop strategies for talent acquisition, development, and retention, often collaborating with HR and leadership. Strong analytical skills and knowledge of workforce trends are essential for this role.
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Infographic showing various Strategic Workforce Planning job openings in the United States as of September 2026, with employment types broken down into 1% Internship, 1% As Needed, 84% Full Time, 12% Part Time, and 2% Contract. Highlights an 87% Physical, 3% Hybrid, and 10% Remote job distribution, with an average salary of $119,462 per year, or $57.4 per hour.

Strategic Workforce Planning Lead

Houston, TX • On-site

Chevron
Oil and Coal Products Manufacturing • 10K+ employees
Learn more about Chevronexternal

Full-time

Posted 17 days ago

Key responsibilities

  • Facilitate cross-functional workshops to align leaders on a 5-year workforce vision tied to enterprise strategy and scenarios.

  • Build demand models for key functions and assess internal and external supply to identify capability gaps and constraints.

  • Partner with HR and business leaders to develop and implement action plans such as upskilling, hiring, contracting, and automation to close workforce gaps.

Chevron rating

6.1

Company rating: 6.1 out of 10

Based on 225 frontline employees who took The Breakroom Quiz

Job description

Total Number of Openings

1

Chevron is accepting online applications for thepositionStrategic Workforce Planning Lead through 09/09/2026 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 along termworkforce vision, forecast demand and supply for critical job families and skills, benchmark against competitors, andfacilitatepragmatic 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,understandsand plans its workforceofthe future.

Key Responsibilities

1) Shape theLong TermWorkforce Vision

  • Facilitatecrossfunctionalworkshops 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),establishinga 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 portfolioshiftsinto scenarios.

  • Quantify internal supply (skills,proficiency, mobility, location mix) and external market availability;identifyconstraints 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 workforceplan.

  • Establishes andmonitorskey 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), andautomate(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 integratejob architectureandskills taxonomyinto 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 requiredin Business, Human Resources, Engineering, DataAnalyticsorrelatedfield.

  • Provenexpertisein workforce planning, scenario modeling, andskills basedtalent strategy.

  • Strong consulting, facilitation, stakeholder management, executive communication, and influencing skills with senior leaders and cross-functional teams.

  • Experience developing long rangeworkforce planswhichforwardproject skill needs,talent pipelines, and strategic hiring decisions

Preferred Qualifications

  • 10+ yearsin oilandgas (E&P,refining, petrochemicals, or energy services) spanning HR Strategy, Org/Talent, or Management Consulting.

  • Master'sdegreeor certificationin Business, HR,Analytics,Engineering,WorkforcePlanningorrelatedfield.

  • Fluency with Workday (job profiles/skills), Excel/Power BI, and visualization tools; familiarity with AI/automationimpacts onwork 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, concisecommunication "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 assignmentswillnotbe 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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About Chevron

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Chevron is one of the world's leading integrated energy companies. We believe affordable, reliable and ever-cleaner energy is essential to achieving a more prosperous and sustainable world. Chevron produces crude oil and natural gas; manufactures transportation fuels, lubricants, petrochemicals and additives; and develops technologies that enhance our business and the industry. We are focused on lowering the carbon intensity in our operations and seeking to grow lower carbon businesses along with our traditional business lines. More information about Chevron is available at www.chevron.com.

Industry

Oil and coal products manufacturing, civic and social organizations and oil and gas extraction

Company size

10,000+ Employees

Headquarters location

San Ramon, CA, US

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