Talent CoE Manager

Globe Telecom; Taguig; On-site; PHP 669,600 - 1,004,400; Full time

Job summary

Globe Telecom is seeking a Competency Manager responsible for aligning workforce capabilities with organizational goals. This role includes strategic planning, developing a competency framework, and conducting skills gap analysis.

The ideal candidate should possess strong soft skills such as stakeholder management and strategic thinking, along with hard skills in competency framework design and HR analytics. Certification in relevant fields is required.

Qualifications

• Experience in competency framework design and implementation.
• Strong knowledge in skills gap analysis and assessment methodologies.
• Proven ability to design learning and development programs.

Responsibilities

• Co-Lead the design and implementation of competency-based initiatives.
• Conduct assessments to identify current and future skill gaps.
• Drive awareness and engagement in competency-based practices.

Skills

Stakeholder management and collaboration

Strategic thinking and business alignment

Change management and influence

Problem-solving and decision-making

Agility and innovation mindset

Competency framework design and implementation

Skills gap analysis and assessment methodology

Learning and development program design

HR data analytics and insights interpretation

Proficiency in HRIS/LMS tools (e.g., SuccessFactors, Workday)

Education

Certification in Learning & Development, OD, or HR Management (e.g., DDI, SHRM, CIPD, ATD, PHR/SPHR)

Job description

At Globe, our goal is to create a wonderful world for our people, business, and nation. By uniting people of passion who believe they can make a difference, we are confident that we can achieve this goal.

Job Description

The Competency Manager is responsible for aligning workforce capabilities with organizational goals by identifying, assessing, and developing employee skills, knowledge, and attributes. The role ensures that competency management supports performance excellence, career development, succession planning, and the organization’s strategic objectives.

Duties and Responsibilities

Strategic Planning

• Co‑Lead the design, development, and implementation of organization‑wide competency‑based initiatives.
• Ensure competency strategies align with business priorities, talent management frameworks, and future workforce needs.

Competency Framework Development

• Develop and maintain a robust competency framework encompassing core, leadership, and functional competencies.
• Regularly review and update frameworks to reflect changing roles, business directions, and industry trends.

Skills Gap Analysis

• Conduct assessments to identify current and future skill gaps within the workforce.
• Partner with HR and business units to translate findings into actionable development and talent strategies.

Learning and Development Integration

• Design and deploy targeted training, reskilling, and upskilling programs based on identified gaps.
• Integrate competency outcomes into performance management, learning roadmaps, and career progression frameworks.

Stakeholder Collaboration

• Partner with HR, business leaders, and learning teams to ensure relevance, adoption, and impact of the competency model.
• Provide expertise and coaching to managers in applying competencies to selection, development, and performance reviews.

Change Management and Continuous Improvement

• Drive organization‑wide awareness and engagement in competency‑based practices.
• Advise leadership on future skill needs due to digital transformation and emerging trends.

Compliance and Standards

• Ensure competency frameworks and assessments adhere to organizational policies, industry benchmarks, and regulatory requirements.

KPIs

• Successful design and implementation of competency management systems and tools.
• Measurable improvement in skill alignment and development program effectiveness.
• Established systems and processes for capturing, sharing, and applying organizational knowledge.
• Stakeholder satisfaction and adoption rates of competency frameworks.
• Contribution to organizational performance and talent readiness metrics.

Top 3‑5 Deliverables

• Competency framework and repository for all job families.
• End‑to‑end skills gap assessment and report with recommendations.
• Training and development roadmap linked to identified competency gaps.
• Integration of competency model into HR systems (e.g., performance, learning, succession).
• Governance and continuous review process for competency updates.

Skills

Soft Skills

• Stakeholder management and collaboration
• Strategic thinking and business alignment
• Change management and influence
• Problem‑solving and decision‑making
• Agility and innovation mindset

Hard Skills

• Competency framework design and implementation
• Skills gap analysis and assessment methodology
• Learning and development program design
• HR data analytics and insights interpretation
• Proficiency in HRIS/LMS tools (e.g., SuccessFactors, Workday)

Certification/License

• Certification in Learning & Development, OD, or HR Management (e.g., DDI, SHRM, CIPD, ATD, PHR/SPHR)

Equal Opportunity Employer

Globe’s hiring process promotes equal opportunity to applicants. Any form of discrimination is not tolerated throughout the entire employee lifecycle, including the hiring process such as posting vacancies, selecting, and interviewing applicants.

Globe’s Diversity, Equity and Inclusion Policy Commitment can be accessed here.