Head of Workforce & Talent Transformation

Fluence (Nasdaq: FLNC) is a global market leader delivering intelligent energy storage and optimization software for renewables and storage. Our solutions and operational services are helping to create a more resilient grid and unlock the full potential of renewable portfolios. With gigawatts of successful implementations across nearly 50 markets, we are transforming the way we power our world for a more sustainable future. For more information, please visit fluenceenergy.com.

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 Responsibilities

Workforce & 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 Matters

The 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.

Our Culture

At Fluence, our culture is the foundation that drives our ambitious growth strategy and fuels our mission to transform the future of energy. Our core cultural pillars empower us to innovate, collaborate, and lead with purpose, ensuring we continue to deliver unparalleled value to our customers and the world.

Unleash Voices

We believe every voice matters. We encourage openness, active listening, and decisive action to create a culture where everyone has the opportunity to contribute to our success. We foster an environment where diverse perspectives are heard and valued, driving innovation and progress.

Customer Fluent

Our customers are at the heart of everything we do. We’re committed to delivering exceptional value that exceeds expectations by understanding our customers' needs and adapting swiftly to meet them. Our deep focus on customer satisfaction drives us to continuously improve and innovate.

Infinite Impact

We are committed to creating the impossible. We push boundaries to deliver sustainable, game-changing solutions that shape a brighter, more energy-efficient future for all. Our team is passionate about making a lasting impact that will resonate for generations to come.

All In

We are all in for growth. Our teams are relentlessly focused on identifying and seizing opportunities that propel us forward. We embrace an ownership mindset, pushing ourselves and each other to accelerate progress and create lasting success.

Equal Opportunity Employer

At Fluence, we believe great teams are built on a collaborative and connected culture. We’re proud to be an Equal Opportunity Employer and welcome qualified applicants of all backgrounds. Employment decisions are made without regard to race, color, religion, sex, sexual orientation, national origin, age, disability, veteran status, gender identity or expression, genetic information, or any other status protected by law.

Work Authorization

To join our team, you’ll need to be legally authorized to work in the United States at the time of application and throughout your employment, without the need for employer sponsorship. Please note that Fluence does not sponsor work visas for this position.