Competency Framework

Challenge

The organization lacked a consistent way to define, assess, and develop talent. Hiring criteria varied, training wasn’t always aligned to role needs, and performance expectations were unclear, creating challenges across the entire talent lifecycle.

What I Built

Company-wide framework defining skills, behaviors, and knowledge by level and function.
Five core competencies aligned with company values across all roles and leadership.
Role-mapped competency clusters aligned with business strategy.
Proficiency matrices defining unskilled, skilled, overused, and talented behaviors.
Competency-based interview guides and evaluation criteria.
Full integration across onboarding, hiring, performance, development, mobility, and succession systems.

Impact

Hiring, performance, development, mobility, and succession decisions all evaluated against one shared standard.
More objective and consistent decisions at every stage of the talent lifecycle
A common language that let managers and employees understand expectations the same way regardless of function.

How it worked

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 competencies, creating one consistent competency framework. I used that framework to build career tracks that clearly defined expectations and growth opportunities by role and level.

I also worked across the People team to embed the framework throughout the talent lifecycle. DEI helped ensure the language was inclusive, Talent Acquisition incorporated it into interview guides, and HRBPs used it for talent reviews, internal mobility, and succession planning.

Result

A shared foundation for defining, assessing, and developing talent, improving consistency, transparency, and decision quality across the organization.

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