The Talent Lead for Career & Capability Architecture at Al Rostamani Group will spearhead the design and rollout of competency frameworks, skill taxonomies, and skills-based career pathways across all business units and functions. This role supports the shift to a future-ready, skills-based talent model by embedding scalable frameworks into talent processes like onboarding, performance, learning, and succession planning. Working closely with HR business partners and leadership, the Talent Lead will drive career visibility, workforce agility, and continuous capability development through strategic stakeholder engagement and platform integration (e.g., SuccessFactors).

Key Responsibilities:

• Design and implement behavioral, leadership, and technical competency frameworks aligned with evolving business strategy

• Lead enterprise-wide transition to skills-based talent models, integrating frameworks into onboarding, performance management, learning, and succession

• Conduct stakeholder interviews, job audits, and journey mapping to co-create role profiles and capability pathways

• Develop and maintain a Group-wide skill taxonomy and embed career journeys across functions

• Drive change management initiatives to promote adoption of career architecture and skills frameworks

• Partner with HRBPs and business leaders to ensure consistent application and ownership of new talent models

• Enable internal mobility via structured development experiences like rotations, shadowing, and projects aligned to career pathways

• Continuously benchmark global best practices and refine frameworks using analytics and business insights

• Serve as subject matter expert for career and capability architecture within the broader talent strategy

Qualifications & Skills:

• Bachelor’s degree in HR, Psychology, Organizational Development, or related field (Master’s or certification in career architecture/competency modeling preferred)

• 5+ years experience designing and implementing career architecture, competency frameworks, and skills taxonomies

• Consulting background (e.g., Korn Ferry, Mercer, SHL, Big Four) advantageous

• Expertise in skills-based talent strategies and recognized frameworks (e.g., Korn Ferry Success Profiles, Mercer Career Levels, SHL)

• Strong facilitation, stakeholder management, and structured thinking skills

• Experience integrating talent architecture into platforms like SAP SuccessFactors