Location: United Arab Emirates (Remote)

Employment Type: Full-Time

Experience Level: Mid-Level to Senior

Work Arrangement: Fully Remote

We are a construction-focused organization committed to delivering complex projects through disciplined project management, engineering excellence, operational efficiency, workforce development, and collaborative project delivery. Our teams work across Project Management, Construction, Engineering, Procurement, Commercial, Legal, Finance, Human Resources, Quality, HSE, Logistics, Administration, Information Technology, and Executive Leadership. We recognize that workforce competency, technical expertise, leadership capability, and continuous professional development are essential to maintaining high performance, ensuring workplace safety, strengthening project execution, and achieving sustainable business growth.

We are seeking an experienced Senior Competency Development Specialist to design, implement, coordinate, and evaluate competency development frameworks across the organization. The successful candidate will assess workforce capabilities, identify skills gaps, establish competency standards, develop structured learning pathways, and support the continuous development of technical, professional, managerial, and behavioral competencies.

This role will collaborate closely with Human Resources, Learning and Development, Project Management, Construction, Engineering, Quality, HSE, Procurement, and departmental leadership to align competency development initiatives with organizational objectives, project requirements, professional standards, and workforce succession plans. The position requires strong analytical skills, experience in competency framework development, stakeholder engagement, performance evaluation, and the ability to translate business requirements into measurable workforce development outcomes.

• Develop, implement, and maintain organization-wide competency frameworks aligned with business objectives, workforce requirements, and project delivery priorities.
• Establish competency standards for technical, professional, managerial, operational, and behavioral roles across the organization.
• Identify the competencies required for key positions within Construction, Engineering, Project Management, Procurement, Commercial, Quality, HSE, Finance, Human Resources, and other departments.
• Conduct job competency analysis to define the knowledge, skills, experience, qualifications, and behaviors required for successful role performance.
• Collaborate with department heads and subject matter experts to validate competency requirements for individual positions and career levels.
• Develop competency dictionaries that clearly define proficiency levels, behavioral indicators, technical expectations, and assessment criteria.
• Establish standardized competency levels, proficiency scales, and evaluation methods across job families and organizational functions.
• Align competency frameworks with job descriptions, performance management processes, career pathways, workforce planning, and succession management initiatives.
• Review existing competency models and recommend improvements to address changing business priorities, project demands, and industry developments.
• Conduct organization-wide competency assessments to establish baseline workforce capability levels.
• Develop structured competency assessment methodologies using interviews, technical evaluations, practical demonstrations, self-assessments, supervisor assessments, and other appropriate techniques.
• Coordinate competency evaluations with line managers, technical leads, project directors, and functional specialists.
• Ensure that competency assessments are objective, consistent, evidence-based, and aligned with approved assessment criteria.
• Identify individual, team, departmental, and organizational competency gaps through systematic assessment and workforce analysis.
• Analyze assessment results to identify critical skills shortages, capability risks, development priorities, and opportunities for workforce improvement.
• Prepare competency gap analysis reports with prioritized recommendations, development actions, and measurable improvement targets.
• Maintain a centralized competency matrix covering employees, job families, qualifications, certifications, assessed proficiency levels, and development requirements.
• Ensure that competency records are accurate, current, securely maintained, and accessible to authorized stakeholders.
• Coordinate periodic updates to competency profiles following promotions, role changes, project assignments, new qualifications, and changes in job requirements.
• Develop competency improvement plans for employees requiring additional technical, professional, leadership, or behavioral development.
• Work with managers to establish realistic development objectives, timelines, assessment methods, and expected performance outcomes.
• Design structured learning pathways for employees at different experience levels, from entry-level professionals to senior technical specialists and managers.
• Develop role-specific competency development programs for construction supervisors, engineers, project managers, commercial professionals, procurement personnel, quality specialists, and HSE practitioners.
• Establish competency requirements for critical project roles, specialist functions, and positions with significant operational or safety responsibilities.
• Coordinate the development of technical competency programs addressing construction methods, engineering practices, project controls, quality management, and operational procedures.
• Support the development of behavioral competencies, including communication, teamwork, problem-solving, decision-making, adaptability, and professional accountability.
• Design leadership development pathways for supervisors, managers, department heads, and employees identified as future leaders.
• Align competency development initiatives with succession planning and the organization's long-term workforce capability strategy.
• Collaborate with Learning and Development teams to translate competency gaps into targeted training programs and structured learning interventions.
• Develop annual competency development plans based on organizational priorities, assessment findings, workforce needs, and available resources.
• Prioritize development activities according to project criticality, regulatory requirements, operational risks, and business performance objectives.
• Coordinate with internal trainers, technical experts, external training providers, consultants, and professional institutions to deliver competency development programs.
• Establish criteria for selecting training providers and evaluating the relevance, quality, and effectiveness of development interventions.
• Support the development of technical training materials, competency assessment guides, practical exercises, and role-specific learning resources.
• Ensure that learning content reflects current industry practices, organizational standards, applicable regulations, and relevant technical requirements.
• Coordinate on-the-job training, supervised practical assignments, coaching, mentoring, job shadowing, and other experiential learning activities.
• Develop workplace competency validation procedures to confirm that employees can apply acquired knowledge and skills in practical situations.
• Establish assessment requirements for critical tasks involving equipment operation, construction activities, technical inspections, quality controls, and workplace safety.
• Coordinate practical competency assessments with qualified assessors and relevant operational managers.
• Ensure that employees assigned to critical duties meet the required competency standards before undertaking responsibilities independently, in accordance with organizational procedures.
• Support the development and maintenance of competency-based authorization processes for roles requiring specific technical approvals or operational permissions.
• Coordinate competency development requirements associated with professional licences, technical certifications, mandatory qualifications, and role-specific accreditations.
• Maintain records of certification status, assessment outcomes, qualification validity, renewal requirements, and related development activities.
• Monitor upcoming certification expirations and coordinate renewal planning with employees, managers, and relevant training providers.
• Support compliance with applicable United Arab Emirates workforce qualification, professional licensing, training, and competency requirements.
• Work with Legal, Compliance, Quality, and HSE teams to identify mandatory competency requirements arising from regulatory obligations and organizational policies.
• Ensure that required training and competency evidence is available for internal reviews, external audits, project approvals, and regulatory inspections.
• Develop competency standards for health, safety, environmental, and quality-related responsibilities in collaboration with relevant specialists.
• Coordinate competency development for employees involved in risk assessments, incident reporting, emergency response, quality inspections, and other critical operational activities.
• Identify competency risks associated with new technologies, revised procedures, changing project scopes, and the introduction of new equipment or work methods.
• Support workforce readiness assessments before major project mobilizations, operational transitions, and new business initiatives.
• Evaluate the competency requirements of subcontractors, consultants, temporary personnel, and other project-based workers where applicable.