Only 40% of roles had defined career paths, and those were inconsistent and outdated.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.
Rather than building competencies from scratch, I conducted a global skills analysis to determine how the existing competency framework applied to career advancement. I then used those insights to define the skills and expectations required for both vertical progression and lateral mobility, creating dual career pathways aligned with the same competency standards used across the talent lifecycle.
Career growth became transparent, measurable, and consistently applied across the organization.