Head of Workforce Strategy & Skills

Position Summary

At Cegeka, we are looking for a Head of Workforce Strategy & Skills to shape how our Global Delivery & Innovation Network (GDIN) builds, develops, and deploys the capabilities needed for the future.

In this highly strategic leadership role, you will connect business strategy, workforce planning, skills, and talent to ensure we have the right capabilities and capacity to support both today’s delivery needs and tomorrow’s growth.

You will act as a strategic advisor to the VP GDIN and collaborate closely with Service Lines, HR, Delivery Leadership, Operational Excellence, and the Transformation Office.

What will you do?

Strategic Workforce Planning

• Develop a GDIN-wide workforce strategy aligned with business priorities and growth plans.
• Define short-, medium-, and long-term workforce plans.
• Establish workforce demand and capacity forecasting.
• Develop build, buy, borrow, and partner workforce strategies.
• Lead workforce scenario planning and modelling.
• Shape location strategies and geographical capability distribution.
• Support expansions, acquisitions, and organizational transformations through workforce planning.

Skills Strategy & Capability Management

• Establish the GDIN skills framework and future capability roadmap.
• Define skills standards and competency models across job families.
• Maintain visibility of current and future workforce capabilities.
• Identify critical skills gaps and lead remediation planning.
• Align future skills investments with business strategy.
• Drive capability maturity assessments and workforce-readiness reviews.

Future Skills & Capability Development

• Define the long-term future skills strategy.
• Establish reskilling and upskilling programmes.
• Identify emerging technology and business skill requirements.
• Govern technical academies and strategic learning initiatives.
• Develop leadership pipelines and specialist career paths.
• Strengthen capabilities in areas such as AI, automation, cloud, cybersecurity, and emerging technologies.

Workforce Analytics & Intelligence

• Establish workforce intelligence and reporting frameworks.
• Define and monitor workforce KPIs.
• Analyse productivity, utilization, attrition, and capability trends.
• Monitor labour-market developments and talent availability.
• Provide actionable workforce insights to executive leadership.
• Develop predictive workforce-demand and workforce-risk models.

Talent Ecosystem Strategy

• Build strategic partnerships with universities and educational institutions.
• Establish graduate and early-career talent pipelines.
• Develop relationships with certification providers, academies, and innovation ecosystems.
• Define strategic approaches for contractors, partners, and contingent talent.
• Support long-term talent supply planning across GDIN countries.

Internal Mobility & Career Development

• Define transparent career frameworks and progression models.
• Promote internal mobility across countries, service lines, and functions.
• Establish skills-based workforce deployment practices.
• Strengthen the internal talent marketplace.
• Support succession planning for critical roles and capabilities.

Workforce Risk & Organizational Resilience

• Identify critical skill concentration risks.
• Assess workforce continuity and succession risks.
• Identify talent retention vulnerabilities.
• Support workforce-related business continuity planning.
• Develop mitigation strategies for critical talent shortages.

What do you bring?

• 10+ years of experience in workforce strategy, workforce planning, talent management, organizational development, or human capital leadership.
• Experience within global delivery, shared services, technology services, consulting, or outsourcing environments.
• A strong track record in workforce transformation and capability-building initiatives.
• Experience leading geographically distributed teams.
• Strong understanding of skills-based organizations and future workforce trends.
• Experience using workforce analytics and data to support strategic decision-making.
• Strong stakeholder management skills and the ability to influence at senior leadership level.

Your impact: As part of the GDIN leadership team, you will have the opportunity to influence how we build a future-ready, skills-driven workforce across our international organization.

You will bring together business strategy, data, talent, and technology to help ensure we have the right people and capabilities, in the right places, at the right time.

What We Offer:

• 22 annual vacation days, 3 sick days that are not carried to the next year (no medical certificate required).
• A seniority day is added every 3 years in the company.
• Floating days - free day for every public holiday that falls on the weekend, with the exception of holidays which always fall during the weekend.
• Annual Company Bonus, which is determined based on the financial performance of the company, in accordance with the policy in place. The bonus amount will be prorated to reflect the number of months worked during the applicable calendar year. Payment of the Annual Company Bonus is subject to the terms, conditions, and eligibility criteria outlined in the company’s bonus policy.
• Private medical insurance.
• Access to an online benefit platform, with a monthly allowance of 690 RON, which you can choose to invest in different wellbeing, financial, or retail packages.
• Financial support for the birth of your child or unhappy events.
• A work culture based on cooperation and development - customized learning paths through external providers as well as special development programs.
• We offer remote work flexibility, driven by smart working principles and aligned with team goals and values.