GSI NAM Ramp Up & Technical Training Leader

Job Description SummaryThe 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-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.

Additional Information

#LI-Remote - This is a remote positionApplication Deadline: April 04, 2026

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 March 10, 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.