4 Competency Framework Jobs

Role & responsibilities Talent Management (TM) Design and implement talent review processes and succession planning. Partner with business and HRBPs to track talent movement , career progression, and retention planning. Develop and drive competency frameworks across functions. Support employee engagement strategies and build EVP (Employee Value Proposition). Lead performance management process, goal setting workshops, and performance calibration. Create dashboards to track key talent metrics and provide actionable insights. Learning & Development (L&D) Conduct Training Needs Analysis (TNA) and develop annual L&D plans across functions. Design and deliver technical, behavioral, and leadership development programs for all levels. Collaborate with external vendors and subject matter experts for content development. Oversee implementation of digital learning platforms (LMS, e-learning modules). Measure training effectiveness through feedback, assessments, and ROI analysis. Launch onboarding and induction programs to ensure cultural alignment and role readiness.

The Analyst - Organizational Development position at Arthan in New Delhi involves providing support to the Organizational Development vertical. This role entails working on OD concepts such as Policies and Processes, Competency Framework, Salary Benchmarking, Vision, Mission, Value Statements, and ensuring effective implementation through communication strategies. The Analyst will be responsible for tasks like conducting market research, content development for workshops, report making, and data analysis. The Analyst will have the opportunity to collaborate with a diverse team of professionals with varied skill sets relevant to the impact sector. The team at Arthan has extensive experience working with national and international organizations, focusing on strategic projects. Key responsibilities of the Analyst include conducting market research to identify trends and best practices in organizational development, creating high-quality research materials and presentations, analyzing data to provide insights for decision-making, collaborating with cross-functional teams, staying updated on industry trends in Organization Development and Human Resources, and developing content for presentations in a clear and understandable format. Job Requirements for this role include a Bachelor's degree in a relevant discipline, strong ownership to deliver initiatives promptly, organizational skills with attention to detail, excellent research and analytical skills, proficiency in data analysis tools, effective English communication skills, ability to work collaboratively, proactivity, and a keen interest in social impact, sustainability, and philanthropy is desirable.,

Employment Type: Full Time The job As a Senior Manager Coaching & Capacity, you will collaborate and align with global R&D and Product Management leaders in planning & executing global R&D/Portfolio talent strategy & roadmap Key Responsibilities Execute the Coaching & Capacity strategy, and execution roadmap for AVEVA R&D and Portfolio organization Through collaboration with R&D/Portfolio leaders, identify, select, implement, manage, and continuously enhance educational offerings for our personnel. Develop & execute structured upskilling/training campaigns, facilitate (or deliver where possible) the trainings/workshops, Knowledge sharing initiatives Support onboarding/induction efforts for lateral recruits and early career (campus grad and interns) Act as R&Ds liaison to vendors of training content such as Pluralsight. Collaborate with subject matter experts within R&D and Portfolio to identify, produce, and maintain internal training materials. Work closely with the People Development Team in HR to complement all professional training and development resources available to AVEVA employees. Ensure R&D education and training resources are available in a self-service, easy-to-use framework for all R&D & Portfolio personnel. Support curation, communications and marketing of learning resources. Collect, provide, and analyze metrics regarding the usage and effectiveness of R&D/Portfolio education and training materials. Keep updated and relevant on trends and technologies in Software Development. Develop and maintain a strong and collaborative internal and external peer network relating to software development education and training needs and trends. Assist in other efforts/initiatives of the R&D/Portfolio Coaching & Capacity Team new joiner onboarding, early career programs, Organizing Internal Technology conferences, R&D Job Architecture/Competency Framework, Recognition program (RADAR) Important Working Relationships People Development Team R&D and Portfolio Business Area Leaders HRBPs, TABPs, Early Career teams External Vendors/Suppliers Employee Communications Other support functions (IT, Procurement) Knowledge, Skills & Experience Required Bachelors degree; with ideally 12+ years of direct experience in Software Development Experience as a trainer or instructor of technical/leadership topics preferred. Advanced relationship management skills, including partnering and consulting with senior leaders and vendors. Proficiency with workforce management/development tools Strong people/influencing skills within a global environment. Excellent communication skills ability to communicate across cultures at all levels. Project Management experience and Change Management (in large change/transformation initiatives) are desired R&D at AVEVA Our global team of 2000+ developers work on an incredibly diverse portfolio of over 75 industrial automation and engineering products, which cover everything from data management to 3D design. AI and cloud are at the centre of our strategy, and we have over 150 patents to our name. Our track record of innovation is no fluke its the result of a structured and deliberate focus on learning, collaboration and inclusivity. If you want to build applications that solve big problems, join us. Find out more: aveva.com/en/about/careers/benefits/ Find out more: aveva.com/en/about/careers/hiring-process AVEVA is a global leader in industrial software with more than 6,500 employees in over 40 countries. Our cutting-edge solutions are used by thousands of enterprises to deliver the essentials of life such as energy, infrastructure, chemicals, and minerals safely, efficiently, and more sustainably. We are committed to embedding sustainability and inclusion into our operations, our culture, and our core business strategy. Learn more about how we are progressing against our ambitious 2030 targets: sustainability-report.aveva.com/ Find out more: aveva.com/en/about/careers/ AVEVA requires all successful applicants to undergo and pass a drug screening and comprehensive background check before they start employment. Background checks will be conducted in accordance with local laws and may, subject to those laws, include proof of educational attainment, employment history verification, proof of work authorization, criminal records, identity verification, credit check. Certain positions dealing with sensitive and/or third-party personal data may involve additional background check criteria. AVEVA is an Equal Opportunity Employer. We are committed to being an exemplary employer with an inclusive culture, developing a workplace environment where all our employees are treated with dignity and respect. We value diversity and the expertise that people from different backgrounds bring to our business. AVEVA provides reasonable accommodation to applicants with disabilities where appropriate. If you need reasonable accommodation for any part of the application and hiring process, please notify your recruiter. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.

Key Responsibilities: Partner with Sales leadership to understand business objectives and craft people strategies accordingly. Drive workforce planning, talent acquisition, and onboarding for sales roles across geographies. Build a robust sales performance management framework KPIs, incentive structures, appraisal cycles. Address employee relations, grievances, and engagement across the sales workforce. Implement and refine HR processes such as L&D, career pathing, competency frameworks tailored for sales. Analyze HR metrics (attrition, productivity, headcount cost) and generate actionable insights. Coach managers on performance conversations, team development, and disciplinary actions. Ensure compliance with labour laws, POSH, and company policies across sales locations. Requirements: MBA/PGDM in HR from a recognized institution. Minimum 5 years of HRBP experience, preferably in a sales-driven or field force environment. Proven ability to partner with sales teams and drive performance. Strong knowledge of labour laws and employee relations practices. Excellent interpersonal, analytical, and communication skills. Willingness to travel to regional sales hubs periodically. Why Join Us: Opportunity to work in a purpose-driven MedTech company making a real impact. High visibility role with direct influence on sales performance. Fast-paced, entrepreneurial environment with leadership access. Competitive compensation and strong career growth opportunities.