Global Workforce Architecture Expert

Global Job Architecture & Skills Framework Specialist

Join us to build the core foundations of a global skills-based organization. We’ve just implemented a new global Job Architecture – a major milestone in our transformation – and we’re now entering an exciting next chapter: stabilizing and governing the Job Architecture globally and designing the enterprise Skills Framework and taxonomy that will shape every talent process of the future.

To accelerate this journey, we are looking for a Global Job Architecture & Skills Framework Specialist – a systems thinker, a framework builder, and a connector who can turn complex people data and talent processes into clear, structured models that scale worldwide.

• Stabilize and govern the global Job Architecture – ensure the recently implemented Job Architecture is used consistently across regions and functions, maintain job families, levels, and role standards, and manage updates over time; lead change control, documentation, and lifecycle management for job data.
• Design and implement the global Skills Framework and taxonomy – build a clear, scalable enterprise skills framework aligned with the Job Architecture, define how skills are mapped to jobs and capabilities, and ensure the skills framework supports Learning & Development, internal mobility, performance management, and succession planning.
• Embed job and skills frameworks into HR systems – partner with Global HR Technology to integrate job and skills structures into the HRIS and related talent systems, define data standards, validation rules, and governance to ensure data quality and consistency.
• Deliver workforce and skills insights – build and maintain workforce datasets and dashboards related to jobs and skills, provide visibility into role populations, skills coverage, and capability gaps, and support data‑driven talent decisions and prepare the foundation for future workforce planning.
• Support global adoption and change – advise HR Business Partners, COEs, and business leaders on how to apply job and skills frameworks in day‑to‑day decisions, develop training materials, guidance, and documentation to support global adoption, and support change management activities related to new frameworks, tools, and processes.

• Education – Master’s degree in Human Resources, Organizational Development, Talent Management, Business Administration, People Analytics, or a related field required.
• Experience – Minimum 10 years of relevant professional experience in Talent Management, Organizational Effectiveness, Total Rewards (job architecture), People Analytics, HR Transformation, or HR Technology. This experience must include hands‑on responsibility for designing, maintaining, or evolving job architectures, career frameworks, skills frameworks, or capability models within a complex and/or global organization, as well as experience contributing to HR transformation initiatives, model design efforts, or HRIS‑related implementations.
• A framework designer with global experience – demonstrated expertise in job architecture, skills models, or talent frameworks applied in complex, multi‑country or global environments; experience defining framework standards, governance rules, and documentation to ensure consistent global application.
• A systems thinker – proven ability to understand and articulate how job models, skills data, HR systems, and talent processes interconnect; experience translating complex organizational and data structures into clear, usable frameworks and operating models.
• A connector and facilitator – experience partnering across HR, HR Technology, and business stakeholders to align requirements, resolve trade‑offs, and drive adoption; strong facilitation and communication skills, with the ability to explain complex frameworks to diverse audiences and influence without formal authority.
• A talent ecosystem builder – demonstrated interest in and exposure to skills‑based organization concepts and the use of skills to enable talent processes; experience contributing to initiatives that embed frameworks into multiple talent processes or systems and support long‑term adoption and…