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Role & Skill-Based

Workforce Planning

Role & Skill-Based Workforce Planning
Client ACWA POWER
Region Saudi Arabia
Sector Energy and Utilities

The Challenge

ACWA Power, a leading Saudi-based developer and operator in the renewable energy sector, aimed toprofessionalize and future-proof its approach workforce planning approach to support strategic growthacross diverse geographies and functions. Prior to intervention, the organization faced challengescommon in rapidly scaling businesses:​

  • Fragmented job architecture and inconsistent role definitions​
  • No centralized or dynamic skills taxonomy​
  • Reliance on reactive, leadership-driven workforce decisions​
  • Low visibility of headcount, capability gaps, and future skills needs​
  • Siloed talent management processes hindering internal mobility and development​

These limitations constrained the organization’s ability to align its talent with business strategy,proactively develop capabilities, and support mobility and career progression.​

Our Approach

ACWA Power, a leading Saudi-based developer and operator in the renewable energy sector, aimed toprofessionalize and future-proof its approach workforce planning approach to support strategic growthacross diverse geographies and functions. Prior to intervention, the organization faced challengescommon in rapidly scaling businesses:​

  • Fragmented job architecture and inconsistent role definitions​
  • No centralized or dynamic skills taxonomy​
  • Reliance on reactive, leadership-driven workforce decisions​
  • Low visibility of headcount, capability gaps, and future skills needs​
  • Siloed talent management processes hindering internal mobility and development​

These limitations constrained the organization’s ability to align its talent with business strategy,proactively develop capabilities, and support mobility and career progression.​

Key Outcomes

  • Standardized Role Framework: Established a unified role family structure, enabling consistent job profiles, clearer career paths, and improved internal mobility across corporate functions.
  • Baseline Skills Intelligence: Delivered a data-driven snapshot of critical business, technical, and transferable skills aligned to organizational needs—providing the foundation for workforce capability planning, development, and reskilling.​
  • Integrated Tools and Process: Developed a repeatable, strategic workforce planning process linked to forecasting, headcount, and skills data.​
  • Actionable Scenario Planning: Enabled proactive planning through dynamic scenario models, helping leaders assess workforce impacts under various business and market conditions (e.g., growth, attrition, skill shortages).​
  • Future-Ready Design: All tools were developed to integrate with digital systems and evolve into broader capabilities such as learning pathways, career development, and succession planning.​
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