Talent CoE Manager

Globe Telecom; Taguig; On-site; PHP 1,200,000 - 1,800,000; Full time

Job summary

Globe Telecom is seeking a Competency Manager to align workforce capabilities with strategic goals. You will develop and maintain competency frameworks across job families, identify skill gaps, and design targeted development programs to drive performance and succession planning.

The role collaborates with HR and business leaders to ensure adoption of competency models, integrates learning with performance systems, and advises leadership on future skill needs in a digitally transforming

Qualifications

• Experience designing and implementing competency frameworks.
• Ability to perform skills gap analysis and translate findings into programs.
• Experience integrating competency outcomes into performance and learning systems.
• Familiarity with HRIS/LMS analytics and reporting.
• Certification in L&D or HR management preferred.

Responsibilities

• Co-lead organization-wide competency initiatives.
• Develop and maintain competency frameworks for all job families.
• Identify gaps and design targeted development programs.
• Partner with HR and business units to drive adoption and impact.
• Coach managers on applying competencies to performance reviews.

Skills

Stakeholder management

Strategic thinking

Change management

Problem-solving

Agility

Education

Certification in Learning & Development / HR Management (e.g., SHRM, CIPD)

Tools

HRIS/LMS

Job description

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, & developing employee skills, knowledge, & attributes. The role ensures that competency management supports performance excellence, career development, succession planning, and the organization’s strategic objectives. Key responsibilities include creating & maintaining competency frameworks, identifying gaps, & implementing targeted development programs that foster a culture of continuous learning & agility.

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:

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

Hard

• 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 in posting vacancies, selecting, and interviewing applicants.

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

Make Your Passion Part of Your Profession. Attracting the best and brightest Talents is pivotal to our success. If you are ready to share our purpose of Creating a Globe of Good, explore opportunities with us.