Senior Specialist, Skills and Capability Enablement

The Senior Specialist, Skills & Capability Enablement will support the strategy, design and execution of WTW’s enterprise-wide skills and capability-building agenda, working to connect our job architecture, job profiles, skills architecture, learning pathways and talent processes into one integrated capability-building model.

The role will be instrumental in transforming skills insight into workforce capability growth through learning pathways, career journeys, talent practices and targeted development interventions.

The role will partner across the project, HR, Learning, Talent, HR IT, Workforce Analytics and the business to embed skills into talent and learning experiences.

The role will be particularly important as WTW activates skills through Oracle Dynamic Skills, explores AI-powered skills intelligence and connects skills insight to more targeted, adaptive learning and the broader L&D ecosystem.

This role combines strategic thinking with hands-on delivery, from defining use cases and pilots to creating enablement materials and supporting sustainable adoption.

Project leadership and reporting

• Reports to the Skills Project Lead, with day-to-day alignment to the Senior Project Manager and Learning Center of Expertise.
• Partners with the Senior Project Manager to translate the strategy into pilots and scalable adoption.
• Partners with WTW consultants on the skills strategy, skills taxonomy, job profile linkages and governance model, ensuring outputs are practical for talent and learning use cases.
• Connects skills insight to capability development, mobility, workforce planning and talent decisions.
• Provides subject matter input into Executive Team, HR Leadership Team, SteerCo and senior stakeholder materials, particularly where decisions relate to use cases, capability development, adoption, skills governance and learning investment.

Key responsibilities

Skills strategy and use case design

• Support the development and execution of WTW’s enterprise skills strategy, ensuring it connects clearly to WTW’s Career Framework, job profiles, workforce transformation and priority business outcomes.
• Define and refine priority skills use cases across talent management, learning, workforce planning, internal mobility, recruiting, redeployment and role design.
• Translate the enterprise skills blueprint into practical requirements for HR, managers, colleagues and pilot areas.
• Ensure skills content reflects changing work and emerging capability needs.
• Help ensure skills strategy decisions are commercially grounded and focused on high-value use cases before scaling.

Enterprise capability and learning architecture 

• Shape an integrated learning and capability approach aligned to the Career Framework, skills architecture, AI transformation and workforce needs.
• Support the design of learning pathways and development experiences across all populations, linking them to job profiles, role requirements, priority skills and identified capability gaps.
• Define how learning effectiveness and capability growth will be measured at individual, team and enterprise levels.

Pilot execution and business support

• Provide SME support for the design and delivery of skills pilots.
• Develop clear stakeholder, leader, manager and colleague communications.
• Capture pilot learnings and translate them into recommendations for broader rollout, adoption and continuous improvement.
• Ensure business engagement is focused and proportionate, gathering the right input while protecting focus on business delivery.

Talent process integration

• Identify where skills insight should inform talent reviews, succession, development planning, internal mobility, recruiting, workforce planning and capability-building conversations, partnering with Talent and HR stakeholders.
• Develop guidance, operating principles and guardrails to help HR and Talent Advisors use skills insight responsibly, ensuring talent processes reinforce consistent enterprise skills language.

Technology enablement and ecosystem activation

• Provide SME input into how Oracle Dynamic Skills, AI-powered skills intelligence platforms, Skillsoft/Percipio and related learning technologies support the skills enablement roadmap.
• Help position Oracle Dynamic Skills as the colleague and manager skills experience layer, supporting skills profiles, adaptive learning pathways, career journeys and priority use cases.
• Connect skills intelligence with the broader learning ecosystem.
• Support requirements gathering, adoption planning and testing where technology configuration or user experience decisions affect the talent and learning strategy.

HR, manager and colleague enablement

• Create practical guidance and materials for HR, managers and colleagues on using job profiles, skills and learning pathways.
• Equip managers to use skills insight in capability, development and mobility conversations.
• Ensure enablement materials are clear, usable and aligned to the change narrative and communication plan.
• Support capability-building sessions for HR, Talent Advisors, Learning teams and pilot participants.

Governance, measurement and continuous improvement

• Define governance for maintaining skills content, job profile links, learning pathways and talent use cases.
• Define measures for adoption, skills progression, learning effectiveness and business value.
• Partner with Workforce Analytics, Learning and Talent to identify practical reporting and insight needs for capability development and workforce planning.
• Help establish a continuous refresh approach so skills, job profiles and capability development remain aligned as work evolves.

What you'll bring: 

• Significant experience in talent management, learning, capability development, workforce transformation or related HR disciplines.
• Proven experience supporting enterprise-wide talent, learning or skills transformation programs.
• Experience translating strategy into practical frameworks, use cases, enablement materials and adoption approaches.
• Strong understanding of talent processes such as development planning, talent reviews, succession, internal mobility, recruiting or workforce planning.
• Experience designing or supporting learning pathways, capability frameworks, skills frameworks or career development experiences.
• Ability to operate with senior stakeholders while also developing practical materials for HR, managers and colleagues.
• Experience working in complex, global and matrixed environments with multiple HR CoEs and business stakeholders.
• Comfort operating in ambiguity and shaping solutions as scope, technology and stakeholder needs evolve.

Skills and capabilities

• Strong talent management and learning subject matter expertise.
• Systems thinking — able to connect job architecture, job profiles, skills, learning, talent processes and workforce outcomes.
• Practical strategy execution — able to convert direction into use cases, pilots, guidance and scalable outputs.
• Strong stakeholder engagement, consultation and facilitation skills.
• Clear, structured communication and ability to simplify complex skills and learning concepts.
• Commercial mindset, with ability to connect skills enablement to workforce agility, capability development and business value.
• Strong analytical judgement and ability to use data and insight responsibly in talent and learning contexts.
• Outcome-focused approach, with emphasis on adoption, usability and measurable value.
• High comfort with AI-enabled workforce transformation and emerging skills technology concepts.
• Collaborative working style across HR stakeholders and business stakeholders.

Preferred experience

• Experience with skills-based initiatives, career framework, job architecture or role design initiatives.
• Experience with Oracle HCM, Oracle Dynamic Skills, skills platforms, learning platforms or AI-enabled talent technology.
• Experience with adaptive learning, skills diagnostics, learning analytics or capability measurement.
• Experience supporting internal mobility, workforce planning, talent marketplace or career pathway initiatives.
• Consulting, professional services or large-scale transformation experience.
• Experience creating HR, manager and colleague enablement materials for global audiences.

What we offer:

Enjoy a benefits package designed to help you thrive, both professionally and personally. You'll receive 25 days of annual leave plus an extra WTW day to relax and recharge. Our comprehensive health and wellbeing offering includes private healthcare, life insurance, group income protection, and regular health assessments, all giving you peace of mind. Secure your future with our defined contribution pension scheme, featuring matched contributions up to 10% from the company.

We support your growth and balance with hybrid working options, access to an employee assistance programme, and a fully paid volunteer day to make a difference in your community. On top of these, you can opt into a variety of additional perks including an electric vehicle car scheme, share scheme, cycle-to-work programme, dental and optical cover, critical illness protection, and much more. Start making the most of your career and wellbeing with a range of benefits tailored for you.

Equal Opportunity Employer

We’re committed to equal employment opportunity and provide application, interview and workplace adjustments and accommodations to all applicants. If you foresee any barriers, from the application process through to joining WTW, please email candidatehelpdesk@wtwco.com