Job Description Summary

The GSI NAM Ramp-Up & Technical Training Leader will define, develop, and execute the full workforce scaling strategy required to support the delivery of multiple large-scale high-voltage substation EPC projects across the United States.
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-scal