Capability and Competency Manager

H-E Parts; Genova; In loco; EUR 50.000 - 70.000; Tempo pieno

Descrizione del lavoro

A global rail technology company is looking for a Capability and Competency Manager in Italy, Genova. The role involves developing job architecture frameworks, supporting HR systems alignment, and ensuring effective talent development strategies. Ideal candidates will have a strong background in HR practices, the ability to analyze data for strategic insights, and experience with tools like Workday. Join a diverse and inclusive team that values every contribution. Apply now to be part of a forward-thinking organization.

Servizi

Inclusive work environment

Equal opportunity employer

Competenze

• Proven ability to design upskilling initiatives.
• Strong familiarity with workforce planning practices.
• Ability to drive continuous improvement.

Mansioni

• Develop and maintain the job architecture framework.
• Collaborate with HRBPs to align with business strategy.
• Monitor and report global competence and capability KPIs.

Conoscenze

Data analysis

Cross-functional engagement

Ability to align frameworks with strategy

Continuous improvement

Knowledge of leadership models

Strumenti

Workday

Learning management systems

Descrizione del lavoro

Location: London, London, United Kingdom

Job ID: R0114432

Date Posted: 2025-12-04

Company Name: HITACHI RAIL LIMITED

Profession (Job Category): Human Resources

Job Schedule: Full time

Remote: No

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.

Job 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, organisation and interpretation of data. Capability to analyse 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.

We would be delighted if you would be one of our followers at https://www.linkedin.com/company/hitachirail