Job Description
Senior Engineer, Engineering Competency Management
Job ID: 20928
Location: ST Engineering Hub, SG
The Senior Engineer, Engineering Competency Management leads the design, evolution, and governance of the engineering competency framework across the organization. This role partners with Engineering, Quality, HR/L&D, and PMO to define role families, proficiency levels, and assessment methods; to align training and certification paths; and to ensure workforce capability keeps pace with business strategy, regulatory needs, and emerging technologies. The ideal candidate combines deep engineering domain knowledge with data‑driven workforce planning, enabling leaders to make informed decisions on build talent, succession, and deployment.
Key Responsibilities
Competency Framework Ownership
Develop, maintain, and continuously improve role/skill taxonomies and proficiency matrices across engineering disciplines (e.g., systems, software, hardware, reliability, safety).
Define behavioral and technical indicators for each level (e.g., Foundation – Expert), including evidence expectations and assessment rubrics.
Assessment & Assurance
Manage and operationalize assessment methods (e.g., practical evaluations, code reviews, peer/manager attestations, portfolios, simulations).
Calibrate assessments for fairness, reliability, and validity; train assessors and conduct periodic inter‑rater reliability checks.
Learning Pathways & Enablement
Map competencies to learning journeys (internal courses, external certifications, rotations, mentoring, labs, communities of practice).
Curate and/or develop high‑impact content and labs; measure learning effectiveness.
Workforce Planning & Analytics
Conduct capability baselines and gap analyses against strategic and program roadmaps; build heatmaps and readiness indices.
Collaborate with Talent Acquisition and Resource Management on hiring profiles, career pathways, and deployment.
Governance & Change Management
\li>Assist in competency councils; manage version control of frameworks; publish standards and process documentation.
Lead change adoption (communications, guidance, office hours, playbooks) and embed competencies in performance, career, and reward processes.
Tooling & Data
Configure/administrate competency and learning tools (e.g., JobKred CMS).
Ensure data quality, privacy, and reporting integrity; automate flows from project systems where appropriate.
Stakeholder Partnership
Advise engineering leaders and program managers on skill risks, mitigation plans, and build‑vs‑buy decisions.
Engage with internal bodies to align with subject matter experts and internal best practices.
Qualifications (Must‑Have)
Bachelor’s degree in Engineering or related field; human resource experience is preferred.
3+ years of engineering experience, including 2+ years in competency frameworks, technical enablement, engineering excellence, or L&D for engineers.
Demonstrated experience building or maintaining
competency models
and
assessment methodologies
for technical roles.
Strong
data literacy : ability to analyze skill data, build dashboards/heatmaps, and translate insights into action.
Proven track record partnering with
engineering leadership
and
HR/L&D
to operationalize capability programs at scale.
Excellent written and verbal communication; facilitation skills for workshops, calibration sessions, and stakeholder forums.
Qualifications (Nice‑to‑Have)
Experience with
technical training .
Familiarity with
competency‑based education and course material development .
Exposure to
resource management
and
workforce planning
in a multi‑program, multi‑site environment.
Certifications:
Advanced Certificate in Training & Assessment (ACTA)
or
Advanced Certificate in Learning & Practice (ACLP) .
Technical & Tool Proficiency
Data & Reporting:
Excel/Sheets (advanced), Power BI/Tableau; basics of SQL or Python for data prep a plus.
Learning & Skills Platforms:
Competency Management System (CMS).
Collaboration:
SharePoint and Teams.
Core Competencies
Systems Thinking:
connects competencies with business strategy, program delivery, quality, and compliance.
Rigor: designs valid, reliable assessments; uses data to prioritize interventions.
Influence & Facilitation:
aligns cross‑functional stakeholders and drives adoption.
Operational Excellence:
builds scalable processes, governance, and continuous improvement loops.
#J-18808-Ljbffr
