Job Description

Roles & Responsibilities:

• Identify current state of competency models & owners/stakeholders in CES
• Identify critical areas to create new/improve existing competency models and partner with SWP leader, Capability Enablement & Career Navigation leaders to balance near & long-term perspectives and prioritize CES Competency Model action plan
• Partner with central HR Talent COE to ensure alignment with other capability/competency standards
• Get key business leaders on board with standards and proposed change – cost/benefit analysis & project plan
• Work with stakeholders & partners in the org to establish standards for competency models (competency domains, proficiency levels, behavioral indicators) while considering & communicating cost to the business to pivot established areas
• Own and drive plan to partner with teams progressing from current state toward agreed upon standard
• Identify a tool (if required) to serve the mission & vision established
• Establish operating rhythm of broad team to keep everyone on board with the program plan to establish and implement competency model standards across CES.
• Establish an obsolescence management plan that integrates upkeep of data into business rhythms
• Lead the design and development of competency model frameworks — including domain structures, proficiency scales, behavioral indicators, assessment criteria, and assessment practices — that serve as the authoritative competency architecture for CES. Partner with subject matter experts for content validation.
• Structure all competency models for enterprise integration 

Required Qualifications

• Bachelor’s Degree in Engineering, Operations, Business Management, Organizational Development, Human Resources, Information Science or related field
• 10+ years of relevant leadership experience in Business Operations, Program Management or Process Improvement

Preferred Characteristics

• Relevant Flight Deck/Lean expertise aimed at incorporating SQDC into all capability/capacity decisions
• Working knowledge of how competency models integrate with adjacent talent, human capital, learning, and/or knowledge systems
• Strong understanding of change management, knowledge management, and project management concepts.
• Ability to work across functional boundaries, understand competing business priorities, and navigate complex organizational dynamics
• Experience developing competency models that are designed for integration, aggregation, and analytics at enterprise scale
• Ability to solve complex technical problems, design solutions, make technical trade-off decisions, and work closely with teams to drive implementation.
• Demonstrated customer focus –evaluates decisions through the eyes of the customer & stakeholder; builds strong relationships and creates processes with customer viewpoint.
• Self-motivated, self-directed, flexible, and able to work under pressure and in fast paced team environment.

Additional Information