Career Development and Mobility Lead
J
JobgetherHuman Resources
Remote work arrangement within the United StatesFull-TimeLead
Salary$164,400–$251,800 USD
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Job Details
- Experience
- 10+ years
- Required Skills
- Change Management
Requirements
- Bachelor’s degree in Human Resources, Organizational Development, Education, Learning & Development, Business, Manufacturing, Operations, or a related discipline; an advanced degree is a plus.
- 10+ years of progressive experience delivering career development, workforce transformation, mobility, reskilling, or redeployment strategies.
- Proven experience developing and executing enterprise career development strategies in response to significant business, technology, or operating-model changes.
- Demonstrated ability to integrate strategic workforce planning, talent architecture, job architecture, reskilling, and redeployment into cohesive multi-year strategies.
- Significant experience leading large-scale learning, talent, workforce, or redeployment initiatives with measurable organizational impact.
- Strong understanding of job architecture, including job families, career levels, leveling frameworks, compensation-related methodologies, and HRIS or talent platforms.
- Proven people leadership experience, including managing program managers or similarly scoped professional teams.
- Deep understanding of skilled-trades capabilities and familiarity with manufacturing, technical, industrial, or operations environments.
- Strong expertise in skills-gap analysis, workforce planning, data-informed decision-making, and translating complex workforce challenges into practical solutions.
- Demonstrated ability to influence senior leaders, align diverse stakeholders, and operate effectively in ambiguous, high-visibility environments.
- Ability to travel occasionally, with travel expected to be less than 25%.
Responsibilities
- Define and lead an enterprise career development, internal mobility, and workforce redeployment strategy that supports employees affected by changing business needs, technology adoption, and evolving work models.
- Align career and redeployment strategies with workforce planning, organizational design, automation investments, emerging technologies, and changing capability requirements.
- Build an operating model connecting workforce disruption and skill shifts with job profiles, career levels, talent profiles, learning resources, and internal job opportunities.
- Partner with HR, business leaders, talent teams, and other stakeholders to identify populations at risk, assess skill gaps, and develop targeted learning and non-learning interventions.
- Design scalable redeployment pathways using internal learning programs, tuition assistance, career navigation resources, and external nonprofit or workforce-development partnerships.
- Develop skilled-trades-focused workforce transition strategies based on technical, manufacturing, production, and operational capability requirements.
- Lead and develop a small team of program managers or talent professionals, providing coaching, direction, goal setting, performance management, and career development.
- Use workforce data, benchmarking, skills insights, and scenario planning to identify emerging trends, anticipate capability needs, and advise senior leaders on complex workforce decisions.
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