Vice President, Human Resources- Energy

Shape the people and organizational strategy behind one of Leidos’ five growth pillars under the NorthStar 2030 Strategy. AsVice President, Human Resources for Leidos Energy, you will serve as the senior HR executive for a ~$1.3B business with ambitions to exceed $2B in the next few years. As a core member of the Energy Leadership Team, you will partner directly with the Business Area SVP to shape the organization, leadership, talent, culture, and workforce capabilities required to deliver the business strategy and scale for growth.

At Leidos, we deliver innovative solutions through the efforts of our diverse and talented people, guided by a commitment to doing right by our customers, our people, and our communities.

Leidos Energy is an ENR top-ranked energy engineering provider serving a broad range of investor-owned utilities, cooperative utilities, energy project investors and developers, power generators, and well-known industrial clients. Our commercial services include electric and gas transmission and distribution (T&D); generation, investor, and developer consulting and analysis; energy efficiency facility engineering; utility energy efficiency program design and implementation; digital utility services; communication system engineering; and project management across a broad range of energy-related projects.

Based in Reston, Virginia, this role sits at the intersection of Leidos’ deep government-market expertise and a rapidly evolving energy and infrastructure market. It offers a distinctive opportunity for an HR executive to help build and scale a growth-oriented commercial business while leveraging the capabilities and resources of a Fortune 500 enterprise.

This is not a traditional HR leadership role. We are seeking an enterprise business leader who happens to bring exceptional human capital expertise. The Vice President, Human Resources will lead the people strategy for Energy while helping the business navigate significant growth, organizational transformation, workforce evolution, and integration. This leader will be expected to anticipate what the business will need next, not simply respond to today’s requirements.

The ideal candidate is a commercially minded, strategic HR executive with strong business acumen, executive presence, and a demonstrated ability to translate business strategy into organizational and workforce actions. They will bring the judgment and courage to challenge constructively, the agility to operate in a rapidly changing environment, and the ability to move seamlessly between enterprise strategy and execution.

Reporting Relationship: The VP serves as a core member of the Energy Leadership Team and principal people and organization advisor to the Energy Business Area SVP, with direct reporting to the Homeland Sector SVP of Human Resources. This leader will work closely with Leidos HR Centers of Excellence and enterprise HR functions to bring the full capabilities of Leidos to the Energy business.

Why This Opportunity

• Enterprise-visible leadership role tied to a strategic Leidos growth pillar
• Opportunity to shape the organization and workforce behind a $1.3B → $2B+ growth journey
• Ability to build the leadership, talent, culture, and capabilities required for the next chapter of Energy
• Opportunity to lead significant organizational transformation and integration
• A career pathway that blends commercial energy, infrastructure, technology, and the scale and capabilities of a Fortune 500 enterprise

Primary Responsibilities

• Serve as the principal advisor to the Energy Business Area SVP on organization, leadership, talent, culture, workforce strategy, and organizational effectiveness
• Translate Energy’s growth strategy into an integrated people and organizational strategy capable of supporting the path from $1.3B to $2B+
• Operate as a business leader first, bringing a strong understanding of the business, customers, markets, financial drivers, and competitive environment to people-related decisions
• Shape the organizational model required for growth, including structure, leadership capabilities, spans and layers, workforce composition, and operating effectiveness
• Build a forward-looking workforce strategy that anticipates changing skill requirements, capacity needs, emerging technologies, and evolving business models
• Lead talent and succession strategies that strengthen the leadership pipeline and ensure critical capabilities are available ahead of business demand
• Attract, develop, engage, and retain differentiated talent in highly competitive engineering, technical, digital, and energy labor markets
• Partner with business leaders to build a high-performance culture characterized by accountability, agility, collaboration, innovation, and continuous improvement
• Lead organizational change and transformation, ensuring leaders and employees are equipped to successfully navigate growth, integration, restructuring, and evolving ways of working
• Play a leadership role in inorganic growth activities, including M&A, integrations, joint ventures, and other portfolio-shaping activity, from diligence and organizational planning through integration and value realization
• Ensure the organization captures the full people and organizational value of acquisitions by bringing together talent, culture, capabilities, and operating practices
• Accelerate responsible adoption of AI and emerging technologies across the workforce, helping reshape work, increase productivity, build new capabilities, and prepare employees and leaders for the future
• Use workforce analytics and business insights to identify trends, anticipate risk, and improve executive decision-making
• Partner across HR Centers of Excellence to deliver integrated talent, compensation, benefits, learning, workforce planning, employee relations, and organizational solutions aligned to business priorities
• Lead and develop a high-performing HR team while leveraging the broader Leidos HR operating model
• Foster an employee experience that supports engagement and retention while maintaining the pace, accountability, and performance expectations of a growth business
• Exemplify Leidos values of integrity, inclusion, innovation, agility, collaboration, and commitment

What Success Looks Like

Within the first 24–36 months, this leader will:

• Establish HR and the people strategy as a competitive advantage for the Energy business
• Build an organizational and workforce model capable of supporting Energy’s growth from approximately $1.3B toward $2B+ in annual revenue
• Establish a strong, scalable leadership structure with clear accountability and a deep bench of future leaders
• Successfully integrate acquired talent and capabilities while creating a unified Energy organization and culture
• Strengthen workforce planning and build critical capabilities ahead of business demand
• Increase organizational agility and the ability to move talent and expertise to the highest-value opportunities
• Accelerate AI adoption and workforce productivity while preparing roles and skills for the future
• Strengthen leadership effectiveness, accountability, engagement, and organizational performance
• Establish themselves as a trusted advisor to the Energy Business Area SVP, Energy Leadership Team, Sector leadership, and enterprise HR leadership
• Position Energy as a model for talent, culture, workforce innovation, and organizational effectiveness across Leidos

Required Qualifications

• Bachelor’s degree in Human Resources, Business, Organizational Development, or a related discipline
• 15+ years of progressive HR leadership experience, including significant experience supporting complex businesses and senior executives
• Experience serving as the senior HR leader or strategic HR business partner for a large, complex organization
• Demonstrated ability to translate business strategy into organization, talent, and workforce strategy
• Strong business and financial acumen with the ability to understand business models, growth drivers, operational performance, and organizational tradeoffs
• Proven experience leading significant organizational transformation, change, and growth
• Demonstrated experience with organizational design, workforce planning, talent management, succession planning, leadership development, and culture
• Experience operating successfully in a complex, matrixed enterprise environment
• Exceptional executive presence, communication skills, judgment, and ability to influence senior leaders
• Demonstrated ability to challenge constructively and navigate complex or ambiguous business situations
• Experience using workforce analytics and data to influence executive decisions
• Experience leading and developing high-performing HR teams and future leaders
• Understanding of AI, automation, and emerging technologies and their implications for workforce strategy, productivity, skills, and ways of working
• Ability to balance strategic thinking with hands-on execution in a fast-paced, growth-oriented environment
• Experience supporting M&A, integration, organizational restructuring, or other significant business transformation

Preferred Qualifications

We welcome HR executives whose experience has been built inenergy, utilities, infrastructure, engineering services, professional services, government contracting, or similarly complex project-based businesses. Deep expertise in one environment combined with demonstrated ability to learn and operate across adjacent markets is highly valued.

• Master’s degree in Human Resources, Business Administration, Organizational Development, or related field
• Experience supporting a business through significant growth and scale
• Experience in a commercially oriented, engineering, technical, or project-based organization
• Experience leading the people aspects of acquisitions and large-scale integrations
• Experience developing workforce strategies for scarce technical and engineering talent
• Experience using AI, advanced analytics, or digital tools to transform HR delivery and/or workforce productivity
• Demonstrated success building high-performance cultures while maintaining a compelling employee experience

If you're looking for comfort, keep scrolling. At Leidos, we outthink, outbuild, and outpace the status quo — because the mission demands it. We're not hiring followers. We're recruiting the ones who disrupt, provoke, and refuse to fail. Step 10 is ancient history. We're already at step 30 — and moving faster than anyone else dares.

Original Posting:

For U.S. Positions: While subject to change based on business needs, Leidos reasonably anticipates that this job requisition will remain open for at least 3 days with an anticipated close date of no earlier than 3 days after the original posting date as listed above.

Pay Range:

The Leidos pay range for this job level is a general guideline only and not a guarantee of compensation or salary. Additional factors considered in extending an offer include (but are not limited to) responsibilities of the job, education, experience, knowledge, skills, and abilities, as well as internal equity, alignment with market data, applicable bargaining agreement (if any), or other law.