Only 40% of roles had defined career paths, and those were inconsistent and outdated. This limited internal mobility, slowed promotion decisions, and pushed career engagement below industry benchmarks.
Career architecture covering 100% of roles
Dual career pathways for individual contributors and leaders
Skills-based framework translating the existing competency model into clear advancement paths
Defined skills, experience, and milestones for progression at each level
Full integration across promotion, performance, and talent review processes
Career path coverage up from 40% to 100% of roles
Career engagement up 59%
Promotion process rework down from one week to one day
Scalable and transparent internal mobility across the organization.
I started with a company-wide skills analysis to identify the critical skills needed to support the business strategy. I then partnered with Total Rewards and an external vendor to map those skills and behavioral competencies to Radford job profiles and pay bands.
Next, I worked with HRBPs to identify five core competencies aligned with the company’s values. We organized the critical skills and behaviors under those core competencies, creating one consistent competency framework.
I used the framework to build career tracks that showed employees how they could grow vertically into higher-level roles or move laterally into different career paths. Each career track included a skills assessment to identify development needs and determine readiness for future roles.
Career growth became transparent, measurable, and consistently applied across the organization.