Log In
Sign Up
Talent Lead Jobs in Dubai, UAE
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.
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.
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
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.
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)
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.
