Supervisor, Capability Development

Mekdam Technical Services; Mesaieed; On-site; QAR 218,419 - 291,226; Full time

Job summary

Mekdam Technical Services is seeking a Supervisor for Capability Development to lead the implementation of the Competency Management Framework. The role involves developing technical competency models, overseeing assessments, and analyzing competency data to guide learning initiatives.

The ideal candidate will have a Bachelor's degree in a related field, professional certifications, and at least 5 years of relevant experience. The position is based in Mesaieed, Qatar.

Qualifications

• 5+ years' experience in Learning and Development, Talent Management, or Organization Development.
• Hands-on experience with competency frameworks.
• Solid understanding of learning and development practices.

Responsibilities

• Support the implementation of the Competency Management Framework.
• Develop job-specific technical competency models.
• Oversee technical competency assessments and ensure objectivity.
• Analyze assessment results and prepare competency reports.
• Translate competency gaps into learning recommendations.

Skills

Competency framework application

Technical assessment oversight

Data analysis and reporting

Stakeholder guidance

Learning and development planning

Education

Bachelor's degree in Human Resources or related fields

Professional certification (CIPD, SHRM)

Certified Workplace Assessor or Moderator

Job description

Job Purpose

The Supervisor, Capability Development supports the development and effective implementation of the Competency Management Framework across the organization. Reporting to the Senior Supervisor, the role is responsible for developing, maintaining, and operationalizing job competency models, overseeing technical competency assessments, and translating assessment insights into actionable learning inputs. The role also serves as a subject matter reference for technical competency matters, ensuring consistency, quality, and alignment with organizational capability requirements.

Key Accountabilities

Competency Management Framework Implementation

• Support the roll out and ongoing application of the Competency Management Framework across the organization.
• Ensure alignment of competency practices with organizational and functional requirements.
• Provide guidance to stakeholders on framework application and interpretation.

Job Competency Development and Implementation

• Develop and document job-specific technical competency models in collaboration with functional teams.
• Review and update competency models as roles and/or business needs evolve.
• Ensure consistency and standardization of competency definitions and proficiency levels.
• Maintain a centralized repository of approved competency models.

Technical Competency Assessment Oversight

• Plan, coordinate and monitor the technical competency assessment cycle.
• Ensure assessments are conducted in line with the approved methodologies and timelines.
• Serve as an assessor and/or moderator to validate assessment outcomes.
• Provide guidance and support to assessors (from functional departments) to ensure assessment quality and objectivity.

Competency Data Analysis & Reporting

• Analyze competency assessment results to identify gaps, strengths, and development priorities.
• Prepare competency assessment reports for functional leaders.
• Track competency trends and progress to guide the capability development requirements.
• Ensure data accuracy and integrity in competency records.

Functional Learning & Development Planning

• Translate competency gaps into clear learning and development recommendations.
• Provide inputs to functional learning plans and capability development initiatives.
• Support the prioritization of technical training interventions based on assessment outcomes.

Technical Competency Advisory & Support

• Act as the go-to person for technical competency-related queries and guidance.
• Support functions in interpreting assessment results and competency requirements.
• Promote best practices in competency assessments and capability development.

Educational Qualification & Experience

Qualifications

• Bachelor's degree (preferably in Human Resources or related fields) from a recognized University.
• Professional certification (e.g., CIPD, SHRM, or equivalent) is desirable.
• Certified Workplace Assessor or Moderator certification.

Experience

• At least 5 years' experience in Learning and Development, Talent Management or Organization Development, including hands‑on work with competency frameworks.
• Experience in competency management, capability development or technical training design.
• Solid understanding of learning and development practices – needs analysis, instructional design, evaluation of training effectiveness, and learning pathways.