Job Description:The
Head of Workforce and Talent Transformation is responsible for shaping and leading the evolution of the Fluence workforce and talent ecosystem to support business strategy, growth, and long-term competitiveness.
This role integrates talent management, talent acquisition, workforce planning, organizational design, culture, and capability development into a cohesive, future-focused system. Acting as both strategist and change leader, the Head of Workforce and Talent Transformation ensures the organization has the right capabilities, structures, and leadership to deliver today-while preparing for what's next.
Key ResponsibilitiesWorkforce & Talent Transformation Strategy- Design and lead an integrated workforce and talent transformation strategy aligned to business priorities and growth plans.
- Translate enterprise strategy into clear talent, capability, and workforce implications.
- Serve as a trusted advisor to senior leaders on workforce risks, opportunities, and transformation priorities.
Strategic Workforce Planning- Lead enterprise workforce planning, including demand forecasting, critical role identification, and build-buy-borrow decisions.
- Partner with business leaders and HRBPs to align workforce plans with organizational design and operating models.
- Use data and insights to anticipate future skills and capability needs.
Talent Management, Performance & Succession- Own and evolve talent management frameworks, including performance management, talent reviews, and succession planning.
- Ensure consistent, fair, and future-oriented approaches to assessing performance, potential, and readiness.
- Translate talent insights into targeted development, mobility, and retention strategies.
- Execute on an enterprise-wide calendar of data collection for the Big 5! Performance, Retention, Capability, SPOF, Development
- Maintenance and update on Talent Related Tools
Talent Acquisition & Internal Mobility- Partner with external partner Cielo to ensure external hiring strategies align with workforce plans and internal talent pipelines.
- Integrate internal mobility, succession, and development into hiring and workforce decisions.
- Elevate the employee and candidate experience through clear, connected talent processes.
Learning, Development & Coaching- Define the enterprise learning and development strategy, spanning leadership development, functional capability building, and career growth.
- Oversee coaching, development programs, and learning investments to build leadership effectiveness and organizational capability.
- Ensure development efforts are measurable, impactful, and aligned to future needs.
Organizational Design & Change Leadership- Partner with HR and business leaders on organizational design, role clarity, and structural evolution.
- Lead change management approaches for major workforce, talent, and organizational initiatives.
- Equip leaders to lead transformation, adoption, and sustained change.
Culture, Engagement & Leadership Effectiveness- Champion a culture that supports performance, growth, accountability, and engagement.
- Own listening posts: annual engagement survey and weekly pulse surveys
- Partner on employee engagement strategies, using insights to drive targeted action and leadership behavior change.
- Embed culture and leadership expectations into talent, performance, and development systems.
Governance, Insights & Continuous Improvement- Own enterprise talent and workforce insights, analytics, and reporting to support executive decision-making.
- Continuously assess and evolve talent systems, processes, and tools for scalability and impact.
- Ensure global consistency with appropriate local flexibility.
Success Measures- Clear alignment between business strategy and workforce capabilities
- Improved leadership readiness, succession strength, and internal mobility
- Increased effectiveness and adoption of talent and performance systems
- Measurable improvements in engagement, retention, and leadership capability
- Strong executive confidence in workforce and talent decision-making
Qualifications & Experience- 10+ years of progressive experience across workforce planning, talent management, organizational development, or related HR disciplines.
- Proven experience leading enterprise-level transformation initiatives.
- Strong business and financial acumen with the ability to translate strategy into workforce action.
- Deep understanding of multiple talent domains and how they operate as a system.
- Demonstrated success influencing senior leaders and leading change in complex organizations.
- Experience in global, matrixed, or scaling environments preferred.
Why This Role MattersThe Head of Workforce and Talent Transformation plays a critical role in ensuring the organization is
designed for performance today and resilience tomorrow. By integrating talent, workforce, and organizational strategies, this role enables sustainable growth, leadership strength, and a workforce ready for continuous change.
