Senior Program Manager

Role Overview

A leading global energy and infrastructure organization is seeking a Senior Program Manager - Workforce Planning to support rapid U.S. growth across operations and maintenance services. This role will lead and execute a critical workforce program designed to scale technical hiring.

This individual will own program delivery and ensure the business can meet its goal of significantly expanding its field services organization. This is a program management driven role with workforce planning as a core component.

Key Responsibilities

• Own and drive a multi year workforce program aligned to U.S. growth targets
• Develop and manage end to end project plans to support hiring across field services and operations teams
• Partner with Operations, Talent Acquisition, HR, and Executive stakeholders to ensure alignment and execution
• Build scalable talent pipeline strategies including partnerships with trade schools, technical institutions, early career programs, etc.
• Lead initiatives focused on employer branding, talent engagement, and workforce development
• Track program milestones, KPIs, and hiring progress while identifying risks and driving solutions
• Identify and implement process improvements to increase hiring efficiency and scalability

Qualifications / Ideal Candidate Profile

• 5+ years of experience in program management with a strong focus on workforce planning, including exposure to executive level stakeholders
• Proven ability to own and drive complex cross functional programs with executive visibility
• Experience in workforce planning, talent strategy, or large scale hiring initiatives, with the ability to translate hiring demand into actionable programs
• Background in a technical or industrial environment such as energy, oil and gas, power generation, manufacturing, or field services preferred
• Strong stakeholder management skills with the ability to influence without direct authority
• Experience building structure and process in fast growing or evolving environments
• Exposure to external talent pipeline development such as trade schools or universities is a plus
• Willingness to travel up to approximately 60% to support field engagement and stakeholder alignment