Without structure, career growth can feel unclear.
I build career frameworks that show employees how roles are organized and how they can grow within the company. I partner with Total Rewards to group roles into job families, define levels, and align them with pay ranges. The framework connects six areas: purpose and philosophy, job architecture, compensation, competencies, career pathways, and governance.
Purpose and Philosophy: Define why the framework exists and how it supports the companyโs people and business goals.
Job Architecture: Organize jobs into clear functions, families, roles, and levels in partnership with Total Rewards.
Compensation Alignment: Connect roles and levels to pay ranges to support fair and consistent compensation.
Competencies and Skills: Define the skills, behaviors, and mindsets employees need to succeed and grow.
Career Pathways: Show the skills, experience, and milestones employees need to move into new or more advanced roles.
Governance: Keep roles, levels, skills, and career paths current as business needs change.
Purpose and philosophy set the direction for the entire career framework.
I start here because it defines what career growth means at the company and what we're trying to accomplish. That becomes the foundation for decisions around job architecture, compensation, competencies, career pathways, and governance.
Job architecture creates the structure for career growth.
I partner with Total Rewards to organize jobs into clear functions, families, roles, and levels. This structure becomes the foundation for pay ranges, competencies, and career pathways.
Job leveling creates a consistent standard for how roles grow.
I build job leveling frameworks that define how roles increase in scope, complexity, and impact across seven criteria. This creates a consistent foundation for hiring, pay, career development, talent planning, mobility, and organizational design.
Scope: The breadth of responsibility, whether a role operates at the team, department, or organizational level.
Job Complexity: How difficult, varied, or ambiguous the work is.
Autonomy: How independently the role makes decisions and completes work.
Impact: How much the role influences business results, revenue, or people.
Knowledge and Skills: The technical and professional expertise needed to succeed.
Leadership and Influence: How the role leads people or influences decisions and direction.
Experience: The typical depth or years of experience needed to perform the role effectively.
Employees need clear expectations to know how to grow.
I help organizations choose or build competency models that define the skills and behaviors needed for success. Models can apply across the company, to a specific function, leadership level, or individual role. These competencies then become the foundation for clear career paths and measurable development.
Core Competency Model
The essential behaviors and values every employee is expected to demonstrate, regardless of role, used to align the whole company around shared culture and expectations.
Functional Competency Model
The technical and professional skills specific to a department or discipline, used to guide skill development, job design, and career pathways within that function.
Leadership Competency Model
The mindsets, behaviors, and capabilities leaders need to inspire teams and drive results, used for developing managers and executives and assessing succession readiness.
Job Competency Model
The skills, knowledge, and behaviors required for success in a specific role, often combining elements of the other models, used for job descriptions, performance goals, and tailored learning plans.
Custom Competency Model
A fully tailored framework built through interviews, workshops, and validation with leaders and employees, used when competencies need to connect directly to a company's unique strategy and culture.
A competency model defines what success looks like. A career pathway shows how to get there.
I build career pathways that show employees how they can grow in their current role, move across functions, or take a different career direction. Each path clearly shows the skills, experience, and milestones needed to advance. These pathways also support internal mobility, helping organizations develop, promote, and retain talent from within.
Titles, levels, and roles vary by company, industry, and size. These examples show how career progression, lateral moves, and different career tracks can work, rather than a fixed structure for every organization.
Shows employees how to move into higher-level roles within their function by taking on more responsibility, leadership, and impact. Clear expectations at each level help employees understand what it takes to advance.
Software Engineering
Progresses from technical execution to architecture and organizational leadership.
Chief Technology Officer
๐บ
VP of Technology
๐บ
Engineering Director
๐บ
Engineering Manager
๐บ
Senior Engineer
๐บ
Associate Developer
Human Resources
Moves from tactical support to strategic partnership and enterprise talent leadership.
Chief People Officer
๐บ
VP of HR
๐บ
HR Director
๐บ
HR Business Partner
๐บ
HR Generalist
๐บ
HR Coordinator
Operations
Builds mastery in systems, process optimization, and organizational execution.
Chief Operating Officer
๐บ
VP of Operations
๐บ
Operations Director
๐บ
Operations Manager
๐บ
Operations Analyst
๐บ
Operations Assistant
Customer Experience
Advances from hands-on service to experience design and customer strategy.
Chief Customer Officer
๐บ
VP of Customer Success
๐บ
Customer Success Director
๐บ
Customer Support Manager
๐บ
Senior Support Specialist
๐บ
Customer Support Rep
Helps employees grow by moving across roles or functions, building new skills and gaining broader experience. Lateral moves can prepare employees for more opportunities in the future.
Software Engineering: Builds broader technical experience across systems, infrastructure, and data.
Backend Developer | DevOps Engineer | Data Engineer | Cloud Architect
Human Resources: Builds experience across different parts of the employee lifecycle.
Recruiter | HR Business Partner | Learning and Development Specialist | Total Rewards Analyst
Operations: Builds experience across processes, quality, risk, and compliance.
Operations Specialist | Process Improvement Analyst | Quality Assurance Lead | Risk & Compliance Specialist
Customer Experience: Expands experience from customer support into training, knowledge management, and customer success.
Support Specialist | Training Coordinator | Knowledge Management Analyst | Customer Success Specialist
Gives employees two ways to grow: as a people leader or as a specialist. Both paths offer opportunities for growth, recognition, and impact, with the flexibility to switch paths as career goals change.
Individual Contributor Path
Expert
๐บ
Distinguished Specialist
๐บ
Principal Specialist
๐บ
Staff Specialist
๐บ
Senior Specialist
๐บ
Specialist
Manager Path
Vice President
๐บ
Senior Director
๐บ
Director
๐บ
Senior Manager
๐บ
Manager
๐บ
Team Lead
โ๏ธย ย ย โ๏ธ
Junior/Intern
Internal mobility works best when career and talent systems work together.
I connect career pathways, competencies, and talent processes so employees can see new opportunities, managers can identify and develop internal talent, and organizations can fill roles faster from within.
Hereโs how each part supports internal mobility:
Performance Reviews: Use clear criteria for skills, behaviors, and results to provide consistent feedback on performance and development.
Calibrations: Create a shared standard for evaluating performance and potential fairly and consistently.
Talent Reviews: Show where employees are in their development and help leaders identify potential and readiness for future roles.
Promotion Packets: Define what employees need to demonstrate at each level so promotion decisions are clear, consistent, and based on evidence.
I design the governance, processes, systems, and culture needed to make the entire framework work together.
A good career conversation turns career goals into a clear plan.
I design workshops, frameworks, and planning guides that help managers and employees use performance data to identify strengths, skill gaps, and next steps together. These conversations connect career frameworks, competencies, pathways, and internal mobility into one career development system.
