Director, Strategic Workforce & Skills Transformation
Location: UK or US / Hybrid
Lead the design and delivery of a company‑wide workforce planning approach and enterprise skills taxonomy, translating strategy into a three‑year, outcomes‑based change roadmap.
Primary Outcomes (first 12–36 months)
- Workforce Planning Operating Model established – A scalable, repeatable WFP approach implemented across all business units (cadence, accountabilities, governance, technology & tools, and data standards).
- Enterprise Skills Taxonomy deployed – A business relevant, future‑looking skills framework (incl. roles, capabilities, proficiencies, and adjacency mapping), digitally enabled, externally benchmarked, and integrated into core people processes (work design, talent acquisition, learning, career frameworks, reward).
- Three‑Year Change Plan delivered – A sequenced roadmap with milestones, benefits, and adoption metrics covering policy, process, data, technology, and behaviour change, with measurable value realization.
- Data & Technology enablement – Skills and workforce data model defined; integrations and analytics live (dashboards for demand/supply, gaps, risk, and interventions).
- Capability uplift – Business leaders and HRBPs engaged and trained in new practices; communities of practice and toolkits embedded.
- Measurable business impact – Reduced critical‑skill gaps, improved internal mobility, optimized headcount/externals mix, faster time‑to‑skill, data‑led resource planning, and clearer investment cases.
Key Responsibilities
Strategy & Design
- Translate the organisation strategy into 3–5 year workforce scenarios; define demand and supply models, critical roles, and pathways.
- Use workforce and external data insights to inform the future organisation design strategy on topics such as AI.
- Design the enterprise skills philosophy: scope, structure, governance, technology needs and refresh cadence.
- Define the workforce planning operating model (RACI, governance forums, planning calendar, data standards, controls) that has the right level of agility for the company.
Delivery & Change
- Build and manage the multi‑year transformation roadmap; own program planning, resourcing, budget, and risk management.
- Deliver the tech‑enabled workforce planning and skills approach leading with pilots (e.g., 1–2 priority business units) and scale proven approaches globally.
- Drive change management: stakeholder mapping, communications, leadership alignment, training, and adoption tracking.
- Introduce and embed the operating model and governance needed for success and agility.
Data, Tech & Analytics
- Partner with People Tech & IT to bring in new technology and/or configure/ integrate with Workday that enable agile workforce planning, organisation data insights and skills taxonomy (including skills profiles, assessments, and job descriptions).
- Define KPIs and dashboards (e.g., AI implications on roles, skills coverage, gap closure velocity, geographic coverage, organisation capacity, time‑to‑skill, capability risk).
- Oversee data quality, privacy, ethics, and responsible AI considerations in skills inference/matching.
Governance & Risk
- Set up and manage appropriate steering, design and delivery project teams.
- Manage compliance needs, works councils/ER requirements, and data protection standards.
People Leadership
- Standalone role with no direct line management.
- Lead a high‑performing, cross‑functional project team.
- Coach HRBPs and business leaders in new planning and skills practices.
Required Experience
- Significant experience in business partnering, workforce strategy, org design, talent/skills transformation, or enterprise change in a complex, global organization.
- Demonstrated track record rolling out digitally enabled skills taxonomies and integrating them into HR processes (job architecture, TA, L'D, career & reward).
- Experience building organisation‑wide workforce planning approaches and analytics (scenario modelling, demand/supply, capacity and cost).
- Led multi‑year programs with technology enablement (e.g., HCM, LMS/LXP, Talent Marketplace, analytics platforms).
- Comfortable operating with senior executives and works councils; able to navigate matrixed, multi‑region environments.
Skills
- Business strategy and business acumen – Strategy planning process, future thinking, organisation modelling and fit in different dimensions.
- Strategic Workforce Planning – Scenario planning, demand modelling, location strategy, skills adjacency, organisation design.
- Skills Architecture – Philosophy, approach & governance including proficiency scales, assessments, job/role/employee framework alignment.
- Change Leadership – Stakeholder management, engagement, training, adoption and reinforcement.
- Program & Portfolio Management – Building out roadmaps, managing programmes, vendor management, budgeting.
- Data & Analytics – AI analytical skills, data modelling, dashboarding; fluency with people analytics and visualization tools.
- Tech Enablement – Understanding of AI and people technology – could include HCM suites, learning systems, talent marketplaces, workforce planning technologies, skills technologies; API/integration concepts.
- Influence & Communication – Executive‑level storytelling, facilitation, and influencing.
- Governance & Risk – Data privacy, ethical AI, ER/works council engagement.
UK Benefits
Flexible benefits fund, emergency leave days, adoption leave, 28 days annual leave (plus bank holidays), pension, life cover, private medical insurance, parental leave, education assistance program.
Equal Opportunity Employer
AVEVA is an Equal Opportunity Employer. We are committed to being an exemplary employer with an inclusive culture, developing a workplace environment where all our employees are treated with dignity and respect. We value diversity and the expertise that people from different backgrounds bring to our business. AVEVA provides reasonable accommodation to applicants with disabilities where appropriate. If you need reasonable accommodation for any part of the application and hiring process, please notify your recruiter. Determinations on requests for reasonable accommodation will be made on a case‑by‑case basis.
Background Check
AVEVA requires all successful applicants to undergo and pass a drug screening and comprehensive background check before they start employment. Background checks will be conducted in accordance with local laws and may, subject to those laws, include proof of educational attainment, employment history verification, proof of work authorization, criminal records, identity verification, credit check. Certain positions dealing with sensitive and/or third‑party personal data may involve additional background check criteria.
#J-18808-Ljbffr”, “datePosted”: “2026-05-20”, “hiringOrganization”: { “@type”: “Organization”, “name”: “AVEVA”, “sameAs”: “https://uk.whatjobs.com/pub_api__cpl__436826776__4861?utm_campaign=publisher&utm_medium=api&utm_source=4861&geoID=299” }, “jobLocation”: { “@type”: “Place”, “address”: { “@type”: “PostalAddress”, “addressLocality”: “London” } } }Director, Strategic Workforce & Skills Transformation
Location: UK or US / Hybrid
Lead the design and delivery of a company‑wide workforce planning approach and enterprise skills taxonomy, translating strategy into a three‑year, outcomes‑based change roadmap.
Primary Outcomes (first 12–36 months)
- Workforce Planning Operating Model established – A scalable, repeatable WFP approach implemented across all business units (cadence, accountabilities, governance, technology & tools, and data standards).
- Enterprise Skills Taxonomy deployed – A business relevant, future‑looking skills framework (incl. roles, capabilities, proficiencies, and adjacency mapping), digitally enabled, externally benchmarked, and integrated into core people processes (work design, talent acquisition, learning, career frameworks, reward).
- Three‑Year Change Plan delivered – A sequenced roadmap with milestones, benefits, and adoption metrics covering policy, process, data, technology, and behaviour change, with measurable value realization.
- Data & Technology enablement – Skills and workforce data model defined; integrations and analytics live (dashboards for demand/supply, gaps, risk, and interventions).
- Capability uplift – Business leaders and HRBPs engaged and trained in new practices; communities of practice and toolkits embedded.
- Measurable business impact – Reduced critical‑skill gaps, improved internal mobility, optimized headcount/externals mix, faster time‑to‑skill, data‑led resource planning, and clearer investment cases.
Key Responsibilities
Strategy & Design
- Translate the organisation strategy into 3–5 year workforce scenarios; define demand and supply models, critical roles, and pathways.
- Use workforce and external data insights to inform the future organisation design strategy on topics such as AI.
- Design the enterprise skills philosophy: scope, structure, governance, technology needs and refresh cadence.
- Define the workforce planning operating model (RACI, governance forums, planning calendar, data standards, controls) that has the right level of agility for the company.
Delivery & Change
- Build and manage the multi‑year transformation roadmap; own program planning, resourcing, budget, and risk management.
- Deliver the tech‑enabled workforce planning and skills approach leading with pilots (e.g., 1–2 priority business units) and scale proven approaches globally.
- Drive change management: stakeholder mapping, communications, leadership alignment, training, and adoption tracking.
- Introduce and embed the operating model and governance needed for success and agility.
Data, Tech & Analytics
- Partner with People Tech & IT to bring in new technology and/or configure/ integrate with Workday that enable agile workforce planning, organisation data insights and skills taxonomy (including skills profiles, assessments, and job descriptions).
- Define KPIs and dashboards (e.g., AI implications on roles, skills coverage, gap closure velocity, geographic coverage, organisation capacity, time‑to‑skill, capability risk).
- Oversee data quality, privacy, ethics, and responsible AI considerations in skills inference/matching.
Governance & Risk
- Set up and manage appropriate steering, design and delivery project teams.
- Manage compliance needs, works councils/ER requirements, and data protection standards.
People Leadership
- Standalone role with no direct line management.
- Lead a high‑performing, cross‑functional project team.
- Coach HRBPs and business leaders in new planning and skills practices.
Required Experience
- Significant experience in business partnering, workforce strategy, org design, talent/skills transformation, or enterprise change in a complex, global organization.
- Demonstrated track record rolling out digitally enabled skills taxonomies and integrating them into HR processes (job architecture, TA, L’D, career & reward).
- Experience building organisation‑wide workforce planning approaches and analytics (scenario modelling, demand/supply, capacity and cost).
- Led multi‑year programs with technology enablement (e.g., HCM, LMS/LXP, Talent Marketplace, analytics platforms).
- Comfortable operating with senior executives and works councils; able to navigate matrixed, multi‑region environments.
Skills
- Business strategy and business acumen – Strategy planning process, future thinking, organisation modelling and fit in different dimensions.
- Strategic Workforce Planning – Scenario planning, demand modelling, location strategy, skills adjacency, organisation design.
- Skills Architecture – Philosophy, approach & governance including proficiency scales, assessments, job/role/employee framework alignment.
- Change Leadership – Stakeholder management, engagement, training, adoption and reinforcement.
- Program & Portfolio Management – Building out roadmaps, managing programmes, vendor management, budgeting.
- Data & Analytics – AI analytical skills, data modelling, dashboarding; fluency with people analytics and visualization tools.
- Tech Enablement – Understanding of AI and people technology – could include HCM suites, learning systems, talent marketplaces, workforce planning technologies, skills technologies; API/integration concepts.
- Influence & Communication – Executive‑level storytelling, facilitation, and influencing.
- Governance & Risk – Data privacy, ethical AI, ER/works council engagement.
UK Benefits
Flexible benefits fund, emergency leave days, adoption leave, 28 days annual leave (plus bank holidays), pension, life cover, private medical insurance, parental leave, education assistance program.
Equal Opportunity Employer
AVEVA is an Equal Opportunity Employer. We are committed to being an exemplary employer with an inclusive culture, developing a workplace environment where all our employees are treated with dignity and respect. We value diversity and the expertise that people from different backgrounds bring to our business. AVEVA provides reasonable accommodation to applicants with disabilities where appropriate. If you need reasonable accommodation for any part of the application and hiring process, please notify your recruiter. Determinations on requests for reasonable accommodation will be made on a case‑by‑case basis.
Background Check
AVEVA requires all successful applicants to undergo and pass a drug screening and comprehensive background check before they start employment. Background checks will be conducted in accordance with local laws and may, subject to those laws, include proof of educational attainment, employment history verification, proof of work authorization, criminal records, identity verification, credit check. Certain positions dealing with sensitive and/or third‑party personal data may involve additional background check criteria.
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