Every employee at Al Rostamani Group plays a role in making a real difference to the business and our customers. We care for our employees by offering them meaningful and purposeful work and an opportunity to grow, learn, contribute and succeed. Today, the Al Rostamani Group has come a long way since its birth in 1957. Our group has grown steadfastly with the guiding principles of Commitment, Care & Vision, alongside a strong sense of active involvement in the community. We are a well-diversified group, with a key presence in industries such as General Trading, Automobiles and Heavy Equipment, Travel, Foreign Exchange, Financial Services, Property Management, Construction, Infrastructure Development and Information Technology Services. Our Group employs approximately 2000 people from 41 different nationalities, which contributes to our multicultural and multi-national environment.
Job Purpose
The Talent Lead for Career & Capability Architecture will lead the design and implementation of functional, leadership, and behavioral competency frameworks, a Group-wide skill taxonomy, and skills-based career journeys. This role will support the transition to a skills-based talent model by embedding structured, enterprise-wide frameworks and career architecture into all key talent processes. Working across all businesses and group functions, the role will drive career visibility, workforce agility, and future-ready development planning through SuccessFactors and strategic business engagement.xe2x80x8b
Job Responsibilities
Competency Framework Establishmentxe2x80x8b

• Design and implement behavioral, technical, and leadership competency frameworks aligned to business strategy and evolving roles.xe2x80x8b
• Lead the transition to skills linked models, embedding competencies into onboarding, performance, learning, and succession.xe2x80x8b
• Apply structured consulting techniques (e.g., stakeholder interviews, job architecture audits, journey mapping) to co-create role profiles and capability pathways with business units. xe2x80x8b
• Ensure frameworks are scalable, digitized, and actionable for business leaders in role clarity, workforce planning, and succession.xe2x80x8b
• Support the Learning & Development team in designing high-potential and leadership development frameworks grounded in leadership competencies.xe2x80x8b

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Career Pathways & Skill Taxonomyxe2x80x8b

• Build and maintain a Group-wide skill taxonomy aligned to future capabilities and workforce planning.xe2x80x8b
• Develop and embed career journeys across businesses and functions. xe2x80x8b
• Align career architecture with business priorities and integrate career data into platforms (e.g., SuccessFactors) to support mobility, visibility, and engagement.xe2x80x8b

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Change Management & Integration:xe2x80x8b

• Lead change strategies to drive adoption of career architecture, competency frameworks, and skills-based practices.xe2x80x8b
• Build change readiness and stakeholder ownership through targeted engagement, enablement, and communication.xe2x80x8b

Partner with HRBPs and business leaders to activate ownership and readiness across functions.xe2x80x8b

• Ensure that new designs including career journeys, competency frameworks, and skill taxonomies - are clearly understood, embraced by stakeholders, and consistently applied across all businesses to drive high adoptionxe2x80x8b
• Enable internal talent mobility through the design and rollout of structured development experiences such as job rotations, job enrichment, job shadowing, project-based assignments, and skills-transfer initiatives. Ensure alignment with career pathways and capability building goalsxe2x80x8b

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Alignment & Continuous improvement:xe2x80x8b

• Ensure alignment with workforce strategy, succession planning, and organizational transformation goals.xe2x80x8b
• Benchmark global best practices in career architecture, skill-based design, and competency modeling.xe2x80x8b
• Use feedback, analytics, and business insights to continuously evolve the frameworks and tools.xe2x80x8b
• Serve as a subject matter expert on career and capability design within the broader talent strategy, including the identification and support of organic successors through integrated succession planning.xe2x80x8b

Job Requirements
Qualificationsxe2x80x8b

• Bachelor's degree in Human Resources, Psychology, Organizational Development, or a related field.xe2x80x8b
• Master's degree or formal certification in career architecture, competency modeling, or skills-based frameworks is an advantage.xe2x80x8b

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Experiencexe2x80x8b

• 5+ years of hands-on experience in designing and implementing career architecture, skills taxonomies, and competency frameworksxe2x80x8b
• Demonstrated success in delivering end-to-end career pathway models and integrating them into talent processes such as onboarding, development, and succession.xe2x80x8b
• Background in consulting (e.g., Korn Ferry, Mercer, SHL, Big Four)xe2x80x8b

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Knowledge & Skillsxe2x80x8b

• Expertise in skills-based talent strategies, career architecture, job architecture, and capability modeling.xe2x80x8b
• Applied knowledge of recognized frameworks (e.g., Korn Ferry Success Profiles, Mercer Career Levels, SHL) and their adaptation to organizational needs.xe2x80x8b
• Strong consulting toolkit including structured thinking, facilitation, and cross-functional stakeholder management.xe2x80x8b
• Ability to translate strategy into scalable, practical frameworks that enhance workforce agility and career visibility.xe2x80x8b
• Experience embedding talent architecture into platforms such as SAP SuccessFactors or similar systems.

At Al Rostamani Group, we seek talented people who work hard to achieve great things. We consider not only your skills and experience, but also your passion for the role, your desire to learn and how well you align with our core values of care, commitment and vision. If this position represents an opportunity you wish to pursue, we invite you to apply.