Talent Lead

Job Purpose

The Talent Lead for Career & Capability Architecture will lead the design and implementation of functional, leadership, and behavioral competency frameworks, a Group-wide skill taxonomy, and skills-based career journeys. This role will support the transition to a skills-based talent model by embedding structured, enterprise-wide frameworks and career architecture into all key talent processes. Working across all businesses and group functions, the role will drive career visibility, workforce agility, and future-ready development planning through SuccessFactors and strategic business engagement.​

Job Responsibilities

Competency Framework Establishment​

• Design and implement behavioral, technical, and leadership competency frameworks aligned to business strategy and evolving roles.​
• Lead the transition to skills linked models, embedding competencies into onboarding, performance, learning, and succession.​
• Apply structured consulting techniques (e.g., stakeholder interviews, job architecture audits, journey mapping) to co-create role profiles and capability pathways with business units. ​
• Ensure frameworks are scalable, digitized, and actionable for business leaders in role clarity, workforce planning, and succession.​
• Support the Learning & Development team in designing high-potential and leadership development frameworks grounded in leadership competencies.​

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Career Pathways & Skill Taxonomy​

• Build and maintain a Group-wide skill taxonomy aligned to future capabilities and workforce planning.​
• Develop and embed career journeys across businesses and functions. ​
• Align career architecture with business priorities and integrate career data into platforms (e.g., SuccessFactors) to support mobility, visibility, and engagement.​

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Change Management & Integration:​

• Lead change strategies to drive adoption of career architecture, competency frameworks, and skills-based practices.​
• Build change readiness and stakeholder ownership through targeted engagement, enablement, and communication.​

Partner with HRBPs and business leaders to activate ownership and readiness across functions.​

• Ensure that new designs including career journeys, competency frameworks, and skill taxonomies — are clearly understood, embraced by stakeholders, and consistently applied across all businesses to drive high adoption​
• Enable internal talent mobility through the design and rollout of structured development experiences such as job rotations, job enrichment, job shadowing, project-based assignments, and skills-transfer initiatives. Ensure alignment with career pathways and capability building goals​

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Alignment & Continuous improvement:​

• Ensure alignment with workforce strategy, succession planning, and organizational transformation goals.​
• Benchmark global best practices in career architecture, skill-based design, and competency modeling.​
• Use feedback, analytics, and business insights to continuously evolve the frameworks and tools.​
• Serve as a subject matter expert on career and capability design within the broader talent strategy, including the identification and support of organic successors through integrated succession planning.​

Job Requirements

Qualifications​

• Bachelor’s degree in Human Resources, Psychology, Organizational Development, or a related field.​
• Master’s degree or formal certification in career architecture, competency modeling, or skills-based frameworks is an advantage.​

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Experience​

• 5+ years of hands-on experience in designing and implementing career architecture, skills taxonomies, and competency frameworks​
• Demonstrated success in delivering end-to-end career pathway models and integrating them into talent processes such as onboarding, development, and succession.​
• Background in consulting (e.g., Korn Ferry, Mercer, SHL, Big Four)​

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Knowledge & Skills​

• Expertise in skills-based talent strategies, career architecture, job architecture, and capability modeling.​
• Applied knowledge of recognized frameworks (e.g., Korn Ferry Success Profiles, Mercer Career Levels, SHL) and their adaptation to organizational needs.​
• Strong consulting toolkit including structured thinking, facilitation, and cross-functional stakeholder management.​
• Ability to translate strategy into scalable, practical frameworks that enhance workforce agility and career visibility.​
• Experience embedding talent architecture into platforms such as SAP SuccessFactors or similar systems.