AVEVA is creating software trusted by over 90% of leading industrial companies.
Role: Director, Strategic Workforce & Skills Transformation
Location: UK or US / Hybrid
Role Purpose
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. The role ensures we have the right skills, in the right places, at the right time, improving productivity, accelerating transformation, and enabling equitable, skills-based talent practices. This is a standalone role, working at pace to lead strategically and to operationally deliver on the ground, in partnership with a cross-functional project team.
Primary Outcomes ( in 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
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 configured/integrated 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
Leading 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.
Business strategy and business acumen: Strategy planning process, future thinking, organisation modelling and fit in different dimensions - geographical coverage, capability and capacity
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.
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UK Benefits include:
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.
It’s possible we’re hiring for this position in multiple countries, in which case the above benefits apply to the primary location. Specific benefits vary by country, but our packages are similarly comprehensive.
Find out more: aveva.com/en/about/careers/benefits/
Hybrid working
By default, employees are expected to be in their local AVEVA office three days a week, but some positions are fully office-based. Roles supporting particular customers or markets are sometimes remote.
Hiring process
Interested? Great! Get started by submitting your cover letter and CV through our application portal. AVEVA is committed to recruiting and retaining people with disabilities. Please let us know in advance if you need reasonable support during your application process.
Find out more: aveva.com/en/about/careers/hiring-process
About AVEVA
AVEVA is a global leader in industrial software with more than 6,500 employees in over 40 countries. Our cutting-edge solutions are used by thousands of enterprises to deliver the essentials of life – such as energy, infrastructure, chemicals, and minerals – safely, efficiently, and more sustainably.
We are committed to embedding sustainability and inclusion into our operations, our culture, and our core business strategy. Learn more about how we are progressing against our ambitious 2030 targets: sustainability-report.aveva.com/
Find out more: aveva.com/en/about/careers/
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.
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.