Senior Manager, Competency Development

[What the role is]

To lead the development and implementation of competency-driven learning initiatives that foster proactive career planning and support organisation's overall strategic workforce development plan. This role is responsible for designing, delivering, and maintaining comprehensive learning programmes aligned with the organisation's competency framework and strategic objectives. The position oversees the overall learning function to drive a culture of continuous learning and development across the workforce through data-driven insights and innovative learning technologies.

[What you will be working on]

1) Competency Development: Lead the competency development process by designing, delivering, and continuously enhancing comprehensive learning programs focused on upskilling and reskilling employees. Maintain and evolve the organisation's competency framework to ensure it remains current and aligned with organizational goals. Oversees the learning function to drive a culture of continuous learning by implementing innovative learning methodologies and ensuring learning initiatives are integral to employee growth and performance.

2) Career Pathways: Design and implement learning programs that enable employees to navigate and progress along career pathways within the organisation. Ensure that competency development initiatives directly support employee growth, internal mobility, and organizational needs.

3) Change Management: Lead and execute change management strategies to support employees during role transitions. Develop and implement effective communication, tools, and frameworks that enable employees to thrive in new roles and responsibilities. Collaborate closely with line departments to managing change across the organisation, minimising disruption whilst maximising employee confidence and capability during transition.

4) Establish and maintain comprehensive learning analytics frameworks to measure the effectiveness and impact of learning programmes across all competency development initiatives. Conduct regular assessments of competency gaps, learning outcomes, and return on investment for development programmes to demonstrate business value and inform strategic decision-making. Use data-driven insights to continuously refine learning strategies, optimise career pathway programmes, and enhance change management approaches, ensuring all initiatives deliver measurable improvements in employee capability and organisational performance.

5) Build and maintain strategic partnerships with business leaders, subject matter experts, and external learning providers to identify current and emerging skill requirements that inform competency framework updates and career pathway design. Conduct regular organisational needs assessments and competency gap analyses to ensure learning programmes remain relevant, forward-looking, and aligned with business strategy. Collaborate with talent acquisition, workforce planning, and performance management teams to anticipate future capability needs and integrate learning initiatives with broader talent management strategies.

[What we are looking for]

Requires experience in competency development, designing and delivering learning programs, and change management to cultivate a culture of continuous learning. Strong project management and employee engagement skills are crucial for driving upskilling, reskilling, and internal mobility initiatives.

5+ years of experience in competency development and learning program design

Strong background in designing learning pathways and aligning learning initiatives to business goals and employee career progression.

Experience in change management and supporting role transitions through structured learning programs.