Director of Skilling Strategy
1 week ago
Our vision is to transform how the world uses information to enrich life for all.
Join an inclusive team passionate about one thing: using their expertise in the relentless pursuit of innovation for customers and partners. The solutions we build help make everything from virtual reality experiences to breakthroughs in neural networks possible. We do it all while committing to integrity, sustainability, and giving back to our communities. Because doing so can fuel the very innovation we are pursuing.
JR56673 Director of Skilling Strategy (Based in the US or Asia)Director, Skilling Strategy
Our vision is to transform how the world uses information to enrich life for all.
Micron Technology, a global leader in memory and storage solutions, is at the forefront of transforming information into intelligence. Our solutions inspire learning and communication and accelerate the world's advancement. Join us in this global mission.
The Director of Skilling Strategy is a key leadership role that involves developing and implementing a strategic framework for job architecture and skills development that aligns with the organization's strategic goals and operational needs. The role requires designing and implementing job architecture, developing a robust and agile skills framework, scaling solutions from pilot projects to enterprise-wide implementations, collaborating with cross-functional teams, leveraging technology and data analytics, and driving change management.
The ideal candidate will possess a strategic vision, business acumen, a global perspective, strong collaboration and influence abilities, scaling expertise, agility and adaptability, communication skills, leadership and management skills, analytical and problem-solving skills, and technology proficiency.
The Director of Skilling Strategy will report directly to the Vice President of People Strategy, Technology & Asia Talent Acquisition and significantly impact the organization. The role's flexibility in location, reflecting Micron's global presence, further highlights its strategic importance. The ideal candidate will integrate strategic thinking with practical execution to develop a skilled, agile workforce that supports Micron's overarching goals.
Key Responsibilities:
1. Designing and implementing job architecture involves aligning it with the organization's strategic goals and operational needs. Here's a simplified breakdown:
Understand Organizational Goals: Know the company's long-term goals and how they translate into daily operations. This guides the job architecture to support the company's direction. Define Job Families & Job profiles: Group similar roles into families for a clear structure and career progression. Outline each role's purpose, responsibilities, and required skills to align with business needs and ensure employee clarity. Develop Career Paths: Show employees how to advance, detailing the competencies needed at each level. Align with HR Processes: Integrate job architecture with HR processes like hiring, performance, and compensation for consistency and support of the talent strategy.2 . Developing a robust and agile skills framework is essential for identifying the skills and competencies required for each organizational role. This framework is crucial for various HR processes, including recruitment, performance management, and learning and development. Here's an expanded view of how to develop such a framework:
Identify Critical Roles and Responsibilities: Start by identifying the various roles within the organization and their key responsibilities. This will form the basis for understanding the skills needed for each position. Define Core Skills and Competencies: Define the essential core skills and competencies for effective performance for each role. This includes technical skills specific to the role and soft skills valuable across the organization. Engage with Stakeholders: Collaborate with job incumbents, managers, and leadership to gain insights into the skills critical for success in each role. Benchmark with Industry Standards: Study industry standards and benchmarks to identify the skills and competencies recognized as best practices in your field. Create a Skills Matrix: Develop a skills matrix that maps out the required skills for each role. This matrix can be used to assess current capabilities and identify gaps. Integrate with HR Processes: Ensure the skills framework is integrated with HR processes such as job descriptions, recruitment criteria, performance evaluation standards, and training programs.3. Scaling solutions from pilot projects to enterprise-wide implementations .
This includes ensuring that the initiatives are adaptable, sustainable, and capable of meeting the needs of the organization at a larger scale
4. Collaborating with cross-functional teams to integrate the skills framework into talent acquisition, learning and development, and other HR systems
5. Leveraging technology and data analytics to support the skilling strategy, such as using AI and machine learning to map skills to job titles and predict future skill needs.
6. Driving change management to adopt new organizational job architectures and skills frameworks.
You Are:
A visionary leader with robust skills and attributes tailored for strategic workforce development. This leader will possess a strategic vision to craft a comprehensive job architecture and skills framework, aligning with Micron's long-term goals. They will exhibit business acumen to understand market trends and operational needs, ensuring the skilling strategy supports Micron's objectives and enhances its competitive edge. A global perspective is essential, as the Director must integrate diverse cultural and business practices into the strategy effectively. Strong collaboration and influence abilities to work with various stakeholders and drive consensus. He / She has experience in scaling solutions and the agility to adapt to changing market demands. Communication skills are crucial for articulating the strategy and engaging with the organization. The leader will also need to demonstrate leadership and management prowess, analytical and problem-solving capabilities, and technology proficiency to track and measure the impact of training initiatives.Requirements:
Strategic Vision and Business Acumen : Demonstrated experience in developing strategic workforce plans that align with business objectives, with a clear understanding of job architecture and skills frameworks. Global Perspective : Proven ability to work effectively in a global environment, integrating diverse cultural and business practices into effective workforce strategies. Collaboration and Influence : Strong interpersonal skills with the ability to collaborate with and influence stakeholders across various levels, including People and Workforce Development leadership and business unit leaders. Scaling Expertise : Experience in scaling initiatives from pilot to enterprise level, with a track record of implementing impactful solutions across an organization. Agility and Adaptability : The capacity to adapt strategies to changing market demands and to prepare the workforce for future challenges. Communication Skills : Exceptional communication abilities to clearly articulate the skilling strategy and to engage with all levels of the organization. Leadership and Management : Strong leadership skills to inspire and guide teams, coupled with effective management capabilities to oversee the implementation of the skilling strategy. Analytical and Problem-Solving Skills : Adept at analyzing complex data and situations, with a knack for developing innovative solutions to workforce development challenges. Technology Proficiency : Familiarity with the latest technology and analytics tools to track skill development and measure the impact of training initiatives.-
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