Capability Development Supervisor M/F

Capability Development Supervisor

Purpose

Support the development and effective implementation of the Competency Management Framework across the organisation. Accountable for building and maintaining job competency models, overseeing technical competency assessments, translating assessment outcomes into learning inputs, and serving as the internal subject matter reference for all technical competency matters.

Key Responsibilities

• Competency Framework Implementation : Support the rollout and ongoing application of the Competency Management Framework organisation-wide. Ensure alignment with functional requirements and provide guidance to stakeholders on framework interpretation and application.
• Job Competency Development : Develop and document job-specific technical competency models in collaboration with functional teams. Review and update models as roles or business needs evolve. Maintain standardised proficiency level definitions and a centralised repository of approved competency models.
• Assessment Oversight : Plan, coordinate, and monitor the technical competency assessment cycle. Ensure assessments comply with approved methodologies and timelines. Act as assessor and/or moderator; guide and support departmental assessors to ensure quality and objectivity of outcomes.
• Data Analysis & Reporting : Analyse assessment results to identify gaps, strengths, and development priorities. Prepare competency reports for functional leaders; track trends and progress to inform capability planning. Ensure data accuracy and integrity across all competency records.
• Learning & Development Planning : Translate competency gaps into actionable L&D recommendations. Provide structured inputs to functional learning plans and support prioritisation of technical training interventions based on assessment outcomes.
• Advisory & Support : Serve as the primary reference point for technical competency queries. Support functions in interpreting results and requirements. Promote best practices in competency assessment and capability development across the organisation.

Profile

Education & Experience

Bachelor's degree in Human Resources or a related field — mandatory. Professional certification (CIPD, SHRM, or equivalent) — desirable. Certified Workplace Assessor or Moderator — required. Minimum 5 years of experience in Learning & Development, Talent Management, or Organisational Development with direct, hands‑on involvement in competency frameworks. Demonstrated experience in competency management, capability development, or technical training design.

Technical Competencies

• Design, implementation, and maintenance of competency management frameworks and job competency models.
• Technical competency assessment planning, execution, moderation, and validation.
• Instructional design, learning needs analysis, training effectiveness evaluation, and learning pathway development.
• Data analysis and reporting on competency metrics.
• Familiarity with Client Integrated Management Systems (Quality, HSE, Environment, Energy, Responsible Care).

Behavioural Competencies

• Structured and methodical; able to manage multiple competency assessment cycles simultaneously.
• Credible subject matter advisor — communicates complex competency requirements clearly to functional stakeholders.
• Detail‑oriented with high standards for data accuracy and consistency.
• Collaborative, with the ability to engage and guide assessors across diverse technical departments.
• Committed to continuous improvement and organisational capability growth.

Working at SPIE

We offer a long‑term contract with an attractive daily rate, insurance coverage, transportation, and expat standard accommodation.

Languages

English (C-Professional working proficiency)

SPIE Global Services Energy is committed to promote diversity. This position is opened to people with disabilities.