This role is accountable for planning, hiring, onboarding, training, qualifying, and certifying more than 100 electrical engineers and field specialists within aggressive project timelines while ensuring safety, quality, and productivity standards consistent with GE Vernova values and objectives.
The leader will build a sustainable talent pipeline and competency framework aligned with substation engineering, field installation, commissioning, and safety requirements.Job Description
Essential Responsibilities
1. Workforce Ramp-Up Strategy & Planning
- Develop a 12–18-month workforce scaling plan aligned with: Project portfolio pipeline, Construction & Commissioning schedules
- Define workforce mix (e.g., protection & control engineers, primary design engineers, field specialists, commissioning specialists, site supervisors).
- Identify regional deployment strategy and mobility requirements.
- Establish productivity assumptions and staffing curves aligned with execution schedules.
- Partner with Project Controls to align manpower forecasts with cost baselines.
2. Talent Planning to support workforce strategy
- Define buy, build, borrow strategy
- Buy - define talent mix (early career vs. experience), onsite strategy (onsite, hybrid, remote), etc… and partner with talent acquisition to leverage most effective sources of talent
- Build – look for natural feeder groups and accelerate development, leverage GSI academy to build sustainable pipeline for the future
- Borrow - develop some strategic subcontractor partnerships
- Partner with HR to develop role profiles and competency matrices, and partner with Total Rewards to create compensation benchmarking and accelerate time-to-hire.
- Partner with University Recruiting to build relationships with Engineering universities, technical institutes, Industry associations (e.g., IEEE).
- Ensure compliance with U.S. labor regulations and project-specific requirements.
3. Competency Framework & Certification Model
- Define clear competency matrices for Substation primary engineering, Protection & control engineering, Field installation specialists, Commissioning engineers.
- Establish certification pathways including EHS certifications, Internal technical certifications (GSI Academy)
- Develop a skills validation and authorization process for field work.
4. Training Program Design & Delivery
- Design a structured onboarding academy (leveraging Global GSI Academy) for Entry-level engineers, Experienced lateral hires, Field specialists
- Develop training modules covering Substation design fundamentals, High-voltage equipment (transformers, GIS, breakers), Protection & control systems, Site installation standards, Commissioning procedures, Quality documentation, Safety leadership and compliance
- Create blended learning formats: Classroom, Virtual, Field-based mentorship, Simulation and mock-up training
- Partner with GEV factories for equipment-specific training.
5. Field Readiness & Deployment
- Establish readiness criteria before site deployment.
- Ensure safety and technical qualifications are validated.
- Develop a mentorship and buddy system for new hires.
- Monitor early field performance and adjust training accordingly.
6. Governance, Metrics & Continuous Improvement
- Define KPIs such as:
- Time-to-hire
- Time-to-field-readiness
- First-year retention
- Safety incident rates (new hires vs. baseline)
- Productivity ramp curves
- Act as a collaborative, problem solver. Incumbent should identify issue, bring teams together, dig for root cause, solve together.
- Provide monthly executive dashboards.
- Adjust ramp-up plan based on project demand fluctuations.
- Capture lessons learned to institutionalize workforce ramp up capability.
Mandatory and Desired Qualifications / Requirements
Education
- Bachelor’s degree in Electrical Engineering or Human Resources / Talent Development with strong background with large electrical substation EPC environment
- Advanced degree or executive leadership training preferred
Experience
- 10–15+ years in: Large EPC projects (utility-scale preferred), workforce scaling in technical environments, and training program development
- Familiarity in high-voltage substations (AIS/GIS), transmission, or HVDC strongly preferred.
- Proven track record hiring and developing large technical teams (>50 personnel).
Leadership Competencies
- Strategic workforce planning: Ability to design a detailed hiring plan strategy
- Cross-functional influence: leveraging HR, Engineering, Construction and Services team
- Strategic Thinking: Ability to design scalable frameworks and anticipate operational needs.
- Change Leadership: Skilled at driving adoption, influencing stakeholders, and managing organizational change.
- Collaboration & Communication: Strong interpersonal skills to align diverse teams and communicate complex concepts clearly.
- Execution Excellence: Focused on quality, consistency, and continuous improvement.
- Data‑Driven Decision Making: Uses metrics, trends, and insights to guide priorities and measure impact.
Technical Knowledge Background
- Substation design and construction practices.
- U.S. safety regulations
- Commissioning and energization processes.
- Project controls and manpower planning.
- Labor market dynamics in U.S. infrastructure sector.
GE Vernova offers a great work environment, professional development, challenging careers, and competitive compensation. GE Vernova is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.
GE Vernova will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditioned upon the successful completion of a drug screen (as applicable).
Relocation Assistance Provided: No
For candidates applying to a U.S. based position, the pay range for this position is between $108,600.00 and $181,000.00. The Company pays a geographic differential of 110%, 120% or 130% of salary in certain areas. The specific pay offered may be influenced by a variety of factors, including the candidate’s experience, education, and skill set.
Bonus eligibility: discretionary annual bonus.
This posting is expected to remain open for at least seven days after it was posted on April 21, 2026.
Available benefits include medical, dental, vision, and prescription drug coverage; access to Health Coach from GE Vernova, a 24/7 nurse-based resource; and access to the Employee Assistance Program, providing 24/7 confidential assessment, counseling and referral services. Retirement benefits include the GE Vernova Retirement Savings Plan, a tax-advantaged 401(k) savings opportunity with company matching contributions and company retirement contributions, as well as access to Fidelity resources and financial planning consultants. Other benefits include tuition assistance, adoption assistance, paid parental leave, disability benefits, life insurance, 12 paid holidays, and permissive time off.
GE Vernova Inc. or its affiliates (collectively or individually, “GE Vernova”) sponsor certain employee benefit plans or programs GE Vernova reserves the right to terminate, amend, suspend, replace, or modify its benefit plans and programs at any time and for any reason, in its sole discretion. No individual has a vested right to any benefit under a GE Vernova welfare benefit plan or program. This document does not create a contract of employment with any individual.
GE Vernova Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about GE Vernova and has not been reviewed or approved by GE Vernova.
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Retirement Support — The 401(k) plan includes company matching contributions and additional company retirement contributions, with access to Fidelity resources and financial planning consultants. Feedback suggests this structure supports long-term savings beyond a basic match.
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Parental & Family Support — Paid parental leave is available with flexible, continuous or non-continuous usage, and is complemented by adoption resources and Work/Life Connections guidance. Maternity leave is described as extended relative to typical workplace norms.
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Leave & Time Off Breadth — Time-off programs include 12 paid holidays, permissive time off for many salaried roles, and dedicated personal, illness, and caregiving time for U.S. new hires. Some hourly roles start with a defined PTO bank, while other roles may offer unlimited time off.
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What We Do
GE Vernova is a planned purpose-built company on a mission to electrify the planet while simultaneously working to decarbonize it. If we want our energy future to be different…we must be different. Our mission is embedded in our name. We retain our treasured legacy, “GE,” in our name as an enduring and hard-earned badge of quality and ingenuity. “Ver” / “verde” signal Earth’s verdant and lush ecosystems. “Nova,” from the Latin “novus,” nods to a new, innovative era of lower carbon energy that GE Vernova will help deliver. GE Vernova brings together GE’s portfolio of energy businesses including Power, Wind, Electrification and Digital businesses. With focus, GE Vernova is accelerating the path to more reliable, affordable, and sustainable energy, while helping our customers power economies and deliver the electricity that is vital to health, safety, security, and improved quality of life. Together, we have The Energy to Change the World.
Why Work With Us
Join our team, to evolve and grow, surrounded by some of the brightest minds in the industry who help you get better every day. You’ll get the chance to rewrite the rules, work on cutting-edge technology, and be part of a global team for positive change.
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