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.