Chemical engineers often enter the workforce as technical specialists focused on process optimization, product innovation, or regulatory compliance. But in time, many organizations realize they need more than technical expertise at the top. They need leaders who understand both the science and the strategy.

Unfortunately, most companies don’t have a clear plan to develop chemical engineers into executives. That’s a missed opportunity, especially in a sector where leadership shortages are looming. According to a study by the American Institute of Chemical Engineers (AIChE), 48% of chemical engineers are over age 45, and a wave of retirements is expected over the next decade. Meanwhile, Deloitte reports that only 14% of manufacturing leaders say they are “very confident” in their organization’s ability to develop the next generation of leaders.

So, how can employers cultivate future-ready chemical engineering executives? Here’s where to start.

How to Develop Future Chemical Engineering Executives

Identify Leadership Potential Early

Leadership development doesn’t begin at the VP level. It starts in the lab or on the production floor. HR leaders and department heads should look beyond technical performance to assess soft skills like communication, critical thinking, and cross-functional collaboration. Engineers who ask broader questions about the business—how to improve margins, reduce waste across systems, or scale a process globally—are often the ones with leadership aptitude.

Pairing promising engineers with mentors outside their immediate team can broaden their perspective and expose them to enterprise-wide challenges.

Consider an Internship Program

One of the most effective ways to build a leadership pipeline in chemical engineering is by starting early. A well-structured internship program targeting chemical engineering students allows companies to engage future talent long before graduation. Interns gain hands-on experience with your technologies, processes, and culture—while you get a front-row seat to assess their problem-solving ability, communication skills, and leadership potential.

The initiative isn’t just about filling short-term project gaps. Internships give you the opportunity to mentor and shape high-potential individuals from the beginning of their careers. Over time, those who return as full-time hires are more likely to stay, advance, and eventually move into senior roles. For companies looking to ensure continuity in technical leadership, cultivating future executives through early exposure and development is a long-term investment that pays off.

Creating internship pathways beyond basic lab tasks trains the next generation of R&D leaders. And with the chemical engineering talent market becoming increasingly competitive, early engagement offers a valuable head start in retaining top-tier professionals.

Build a Bridge Between Technical and Business Skills

Many chemical engineers have little exposure to budgeting or supply chain decisions early in their careers. When asked to lead teams or business units, that gap can become a major barrier. Companies that want to promote from within should design rotational programs or leadership tracks that combine technical excellence with financial acumen, project management, and strategic planning.

Even informal options—like assigning engineers to cross-functional project teams—can accelerate their readiness.

Align Succession Planning with Business Strategy

Don’t just develop leaders for the sake of development. Think strategically. Which parts of the organization will grow in the next 3-5 years? Which roles are likely to turn over due to retirement or promotion? Create a leadership pipeline that aligns with those future needs, not just current vacancies.

You should also consider working with a recruiting partner who understands the nuances of chemical engineering and executive placement.

Looking for Future Leaders?

At CPS, Inc., we specialize in identifying and developing future-ready leaders in the chemical engineering space. Our deep industry knowledge allows us to assess more than just technical credentials—we evaluate leadership potential, strategic thinking, and the ability to grow with your business. Whether you’re looking to promote from within or bring in outside talent, we help you build a pipeline of professionals who can lead R&D today and take the reins tomorrow. Let us help you secure the next generation of chemical engineering executives who will drive innovation, resilience, and long-term success. Contact us.