Career Pathing & Internal Mobility 

• Operationalize Technology and Product career frameworks, including career paths and capability expectations.  

• Translate complex role structures into clear, user-friendly career pathways that empower employees to navigate their careers.  

• Partner with Learning & Development to ensure career paths link to skills development, learning journeys, and experiential opportunities. 

Job Architecture & Taxonomy 

• Support the development of detailed assessments of current job families, roles, titles, and leveling structures; recommend improvements aligned to market benchmarks. 

• Operationalize and maintain a consistent, scalable taxonomy that supports compensation alignment, workforce planning, internal mobility, and talent analytics.  

• Work closely with Total Rewards to support job leveling, job evaluation, and market pricing practices.  

• Establish governance processes within Technology and Product to ensure job architecture changes are controlled, consistent, and integrated into HR technology. 

Workforce Segmentation & Capability Planning 

• Help define priority workforce segments and develop differentiated strategies for each.  

• Partner with Business Insights team to forecast future talent and skill needs, analyze supply/demand risks, and model potential workforce scenarios.  

• Identify capability gaps and partner with Learning & Development to shape interventions that accelerate readiness and build organizational resilience. 

Skills Frameworks & Assessment Tools  

• Operationalize and maintain skills inventories, skills frameworks, and competency models that guide hiring, development, and succession.  

• Support the design and implementation of assessment tools (e.g., capability rubrics, skill checklists, proficiency assessments) that enable objective evaluation of talent. 

Change Readiness & Adoption 

• Assess change readiness and identify stakeholder groups to ensure programs, frameworks, and tools land effectively across Technology & Product. 

• Help build adoption through stakeholder engagement. 

• Serve as a subject-matter expert to HR partners and business leaders, providing expertise in career development, skills strategy, and talent architecture.  

• Establish success metrics and continuously improve programs based on insights, user feedback, and evolving business needs. 

What You’ll Bring 

- 4-6 years in Talent Management/OD/HR. 

- MBA + 2 years  

- Experience with skills frameworks or competency models. 

- Ability to translate analytics into action. 

- Strong facilitation and change-management skills.