Capability and Competency Manager

Hitachi Vantara Corporation; Greater London; Hybrid; GBP 60,000 - 80,000; Full time

Job summary

A global technology company is seeking a Capability and Competency Manager to lead the development and implementation of a comprehensive capability framework. This role focuses on aligning competency initiatives with business strategies, collaborating with HR and regional units, and driving workforce planning and talent development. Ideal candidates will have strong engagement skills, knowledge of career development theories, and familiarity with data analytics. This position offers a permanent contract with flexibility for remote work.

Qualifications

• Ability to align frameworks and programs with business strategy.
• Strong cross-functional engagement with HR, Talent Acquisition, and IT.
• Knowledge of leadership models and technical skill taxonomies.
• Familiarity with data analysis for planning and forecasting.

Responsibilities

• Support the regional implementation of global frameworks and processes.
• Design, maintain, and govern the company’s competence and capability model.
• Collaborate to integrate internal talent pipelines into strategic workforce planning.
• Use analytics to provide strategic insights on capability gaps.

Skills

Cross-functional engagement

Use of metrics and data

Designing upskilling initiatives

Knowledge of career development theory

Tools

Workday

Learning management systems

Job description

About Us

A career at Hitachi Rail will help create a legacy. With operations in every corner of the world, our work goes to the cutting-edge of digital transformation and technology. From the multi-cultural strength of our global organisation to the sustainable and innovative ways we work to bring people together, there’s something for everyone to get stuck into. And that’s where you come in.

Description

Capability and Competency Manager

Permanent

London/Remote

Your new role

The Competency and Capability Unit ensures the capability development strategy. This unit is responsible for developing, maintaining, and embedding the job architecture framework, ensuring alignment with regional and business priorities and needs, strategic workforce planning, talent development and business transformation initiatives. The unit ensures the definition and design of the career pathing framework and process to support employee growth, mobility, and engagement.

• Responsible for supporting the regional implementation of global framework, processes, initiatives and tools providing the right level of expertise,know-how and process improvement solutions aligned to the relevant regional unit/geo area needs
• Design , maintain, and govern the company’s competence and capability model and framework (e.g. job architecture, job families, job levels, and job descriptions) in alignment with business and corporate strategy, collecting relevant requirements, needs and priorities from regional HR units, HR CoEs, HR business Partners and Corporate
• Collaborate with HRBPs, Regional HR, Shared Services, and CoE Units to support and accurate implementation in the HR systems (e.g., Workday)
• Collaborate with HRBPs, regional HR and COEs to integrate internal talent pipelines into strategic workforce planning.
• Ensure the design of competence and capability Model in alignment with external frameworks (e.g., Mercer, Korn Ferry) where needed
• Define and design structured career paths within and across job families to support employee development and internal mobility in strict collaboration with the other HR Units and in alignment with HR strategy and corporate guidelines
• Create tools and guidelines to support career conversations between managers and employees.
• In alignment with business strategy and corporare initiatives, ensure the collection of capability, reskilling/ upskilling needs through regional, HRBPs, CoEs in order to propose and design global upskilling/ upslkilling initiatives based on business transformation, future skill requirements, and talent insights.
• Ensure competence and capability data governance model aimed at ensuring data integrity and transparency related to roles, competencies, and capabilities within HiNext.
• Define, monitor and report competence and capability global KPIs (e.g., role coverage, job description completeness, mobility patterns).
• Use analytics to provide strategic insights on capability gaps and workforce readiness, in collaboration with HRBPs, CoEs and regions
• Ensure the global competence and capability process design in order to support the strategic skills development, including digital and niche capabilities.
• Use analytics to provide strategic insights on capability gaps and structured analysis and reports about skill development and global talent readiness.
• Partner with HRBPs, regional HR and CoEs to define Learning & Development needs and relevant initiatives to be implemented at global/regional level to close capability gaps.

About you

• Ability to align frameworks and programs with business strategy.
• Strong cross-functional engagement with HR, Talent Acquisition, Compensation & Benefits, and IT.
• Use of metrics and data to inform decisions and track progress.
• Driving continuous improvement and adoption of new systems and practices.
• Knowledge of leadership models, technical skill taxonomies, and cultural values
• Knowledge of career development theory, workforce planning, and organizational mobility practices.
• Ability in designing upskilling initiatives and addressing skills gaps.
• Familiarity with platforms like Workday and learning management systems.
• Capability to develop a collection, organization and interpretation of data. Capability to analyze data to support the planning and forecasting processes. Knowledge of the main statistical models/ techniques and tool for the development of analysis about specific figures.
• Knowledge of the main techniques and tools aimed to create and to update a work plan. Capability to define, to plan and to estimate the activities required to reach a specific goal. Ability create documents, diagrams, or meetings to discuss the important issues to be addressed, the objectives to be met, and the strategy to be followed. Capability to develop forecasting analysis.

Thank you for your interest in Hitachi Rail. If your application is of interest, we will be in contact. Please do not hesitate to discover more about us and our latest jobs at https://www.hitachirail.com/careers.

At Hitachi Rail, there is a place for everyone. We welcome and value differences in background, age, gender, sexuality, family status, disability, race, nationality, ethnicity, religion, and world view. It is our commitment to create an inclusive environment - we are proud to be an equal opportunity employer.

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