Solutions Chief of Staff

Since 1898, we have helped customers complete more than 25,000 projects in 160 countries on all seven continents that have created jobs, grown economies, improved the resiliency of the world's infrastructure, increased access to energy, resources, and vital services, and made the world a safer, cleaner place.

Differentiated by the quality of our people and our relentless drive to deliver the most successful outcomes, we align our capabilities to our customers' objectives to create a lasting positive impact. We serve the Infrastructure; Nuclear, Security & Environmental; Energy; Mining & Metals, and the Manufacturing and Technology markets. Our services span from initial planning and investment, through start-up and operations.

Core to Bechtel is our Vision, Values and Commitments. They are what we believe, what customers can expect, and how we deliver. Learn more about our extraordinary teams building inspiring projects in our Impact Report.

The Solutions Chief of Staff is accountable for the performance, sustainability, and growth of the Solutions Talent Engine serving Bechtel's Manufacturing & Technology (M&T) Global Business Unit. The Talent Engine operates through an entry point: all individuals are hired as Solution Specialists and progress through a structured development journey across the Solutions organization's five pillars: Execution, Applied Simulation, Data & Analytics, Technical Solutions & Strategic Initiatives, and Field Solutions. Through rotational assignments, mentorship, and hands-on delivery opportunities, Solution Specialists build broad business and technical capability, generate value and demand for their expertise, and ultimately transition into project, functional, or leadership roles across the enterprise.

The Chief of Staff owns and governs the end-to-end talent lifecycle: identify, recruit, develop, rotate, place, and repeat. Working in partnership with the Solutions Manager and Solutions Operations, the role establishes and continuously improves the processes, metrics, and governance required to make the Talent Engine a repeatable and scalable source of high-performing talent for M&T. As the Solutions Group matures, the Chief of Staff may take on additional cross-functional responsibilities in partnership with the Solutions Manager.

The Chief of Staff translates emerging business and capability needs into targeted recruiting, onboarding, and development strategies, then actively leads the market engagement required to execute them. Serving as a visible ambassador for M&T Solutions, the role builds and maintains strategic relationships with universities, alumni networks, MBA and graduate programs, Business Resource Groups, veteran transition organizations, and experienced professionals across priority industries including pharmaceuticals, AI data centers, semiconductors, and advanced manufacturing. Through these partnerships, the Chief of Staff ensures a continuous pipeline of diverse, highly capable talent aligned to the future needs of the business.

"This position is designated as part-time telework per our global telework policy and will require at least three days of in-person attendance per week at the assigned office or project. Weekly in-person schedules will be determined by the individual and their supervisor, in consultation with functional or project leadership" #LI-AM3

• Lead and govern the end-to-end lifecycle of the Solutions Talent Engine, including identifying, recruiting, developing, rotating, placing, and continuously improving Solution Specialist talent.
• Identify capability gaps across M&T projects and functions and translate business needs into clearly defined Solution Specialist profiles and selection criteria.
• Develop and maintain procedures, standard work, assessment methods, rotation plans, capability frameworks, and tools to ensure a consistent and scalable talent development process.
• Lead targeted sourcing and market engagement efforts through universities, alumni networks, MBA and graduate programs, Business Resource Groups, veteran transition programs, professional associations, and experienced industry professionals.
• Partner with Talent Acquisition and other stakeholders on candidate assessment, hiring, offers, onboarding, and pipeline development while maintaining ownership of talent quality and candidate conversion.
• Design and manage structured development and rotational assignments, including learning objectives, sponsor and mentor assignments, checkpoints, readiness decisions, and placement planning.
• Build strong relationships with project and functional leaders to secure rotation opportunities and successfully deploy Solution Specialists into permanent project or functional roles.
• Maintain an evidence-based view of workforce demand and capability gaps across disciplines, seniority levels, and geographies, particularly supporting emerging business needs.
• Coordinate talent deployment across the M&T portfolio and provide recommendations when demand, supply, and rotation requirements conflict.
• Track and report key metrics, including talent pipeline volume, candidate conversion, cohort progress, slot utilization, placement outcomes, and retention.
• Provide concise reporting and recommendations to M&T and Solutions leadership and use data and outcomes to continuously improve sourcing strategies, assessment criteria, and rotation design.
• Lead through influence and collaboration, working effectively with senior leaders and stakeholders without direct authority.
• Support additional cross-functional responsibilities and strategic initiatives in partnership with the Solutions Manager as the organization continues to mature.

• Bachelor's or master's degree (or international equivalent) and 13-15 years of relevant experience or 17-19 years of relevant work experience
• Bachelor's degree in engineering, Construction Management, Business, Human Resources, or a related discipline, with relevant progressive experience.
• Minimum 10 years of relevant Bechtel experience or equivalent depth of knowledge of organizational operations, project execution models, and culture.
• Working knowledge of the Engineering, Procurement, and Construction (EPC) industry and experience understanding how projects are staffed and executed across the project delivery lifecycle.
• Demonstrated experience in recruiting, workforce planning, talent development, program management, or leadership roles involving the identification and development of high-performing talent.
• Experience working with senior project and functional leaders and influencing decisions without direct authority.
• Experience developing, implementing, and maintaining procedures, processes, or standard work.
• Advanced degree in Engineering, Construction Management, or Business is preferred.
• Experience designing or leading rotational, graduate development, or early-career development programs is preferred.
• Willingness and ability to travel domestically on a regular basis.
  

• Strong knowledge of talent acquisition, workforce planning, talent development, and talent deployment.
• Working knowledge of the Engineering, Procurement, and Construction (EPC) industry and project execution models.
• Understanding of workforce and talent requirements within industries such as pharmaceuticals, AI data centers, semiconductors, and advanced manufacturing.
• Strong ability to identify capability gaps and translate business requirements into effective talent profiles and development strategies.
• Demonstrated ability to develop and implement procedures, standard work, governance processes, and operating models.
• Strong stakeholder management skills with the ability to build credibility and influence senior leaders without direct authority.
• Excellent program and project management skills, including the ability to manage recurring processes, milestones, metrics, and executive reporting.
• Strong analytical and data-driven decision-making skills, with experience tracking pipeline performance, talent development, placement outcomes, and retention.
• Strong communication and relationship-building skills, including the ability to engage with universities, professional networks, industry associations, internal stakeholders, and external talent communities.
• Ability to manage multiple priorities across a large and complex portfolio while maintaining a strategic, enterprise-wide perspective.
• Strong judgment in assessing talent potential, readiness, and placement decisions.

For decades, Bechtel has worked to inspire the next generation of employees and beyond! Because our teams face some of the world's toughest challenges, we offer robust benefits to ensure our people thrive. Whether it is advancing careers, delivering programs to enhance our culture, or providing time to recharge, Bechtel has the benefits to build a legacy of sustainable growth. Learn more at Bechtel Total Rewards

As a global company, Bechtel has long been home to a vibrant multitude of nationalities, cultures, ethnicities, and life experiences. This diversity has made us a more trusted partner, more effective problem solvers and innovators, and a more attractive destination for leading talent.

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