Career Development and Mobility Lead

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Career Development and Mobility Lead based in United States.

This senior leadership role will shape enterprise-wide career development, internal mobility, and workforce redeployment strategies.
You will help employees navigate changing skill demands, evolving operating models, and technology-driven transformation.
The role places particular emphasis on skilled trades, manufacturing, technical, and operations populations while scaling solutions across the broader workforce.
You will connect career navigation, skills insights, learning pathways, internal opportunities, and external workforce partnerships into practical transition models.
Working closely with HR, talent, learning, analytics, and business leaders, you will turn workforce data into actionable talent strategies.
You will lead a small team while influencing senior stakeholders and establishing measurable, multi-year workforce development priorities.
This is an opportunity to shape how employees build sustainable careers and move into future-ready roles within a large, complex organization.

Accountabilities:

• 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.
• Translate enterprise priorities into multi-year roadmaps, annual objectives, governance processes, and measurable outcomes for reskilling, redeployment, and workforce transitions.
• Lead and develop a small team of program managers or talent professionals, providing coaching, direction, goal setting, performance management, and career development.
• Build strong partnerships across Learning & Development, Talent Management, Talent Acquisition, People Analytics, HR, Corporate Strategy, and business leadership.
• Use workforce data, benchmarking, skills insights, and scenario planning to identify emerging trends, anticipate capability needs, and advise senior leaders on complex workforce decisions.
• Establish and monitor success metrics such as redeployment outcomes, learning-to-skills engagement, internal talent pipeline health, employee experience, and readiness for future roles.
• Incorporate responsible AI capabilities into career navigation and redeployment programs, including skills analysis, personalized recommendations, and learning access while maintaining appropriate human oversight and governance.
• Oversee continuous improvement by sharing lessons learned, identifying opportunities to improve mobility and reskilling programs, and strengthening consistency across the organization.

• 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 used to maintain job architecture data.
• 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…