Career Architecture Lead

S&C Electric Company

. Own the continuous improvement and maintenance of job architecture and career framework standards across non-hourly and production hourly job populations .

Posted 10/20/2026full-timeChicago • Illinois • United StatesSenior💰 $116,534 - $154,413 per yearWebsite

Core Competencies

Role fit

Core Competencies

Use this summary to align your resume positioning with the role.

Demonstrates expertise in job architecture and career frameworks, with a strong focus on aligning organizational structures and talent management processes. Proven ability to influence stakeholders and implement effective job profiles and competency development in manufacturing and operational environments.

Highest-signal resume keywords

Job ArchitectureCareer Framework ImplementationOrganizational EffectivenessTalent ManagementAnalytical Skills

ATS Keywords

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Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Hard Skills

Job FamiliesJob LevelsJob ProfilesRole AlignmentCompetency DevelopmentWorkforce PlanningBenchmarkingDocumentation SkillsDecision ToolsTraining and Coaching

Soft Skills

Effective CommunicationConsensus BuildingConsultative SupportIndependent WorkInfluencing Skills

Tools & Technologies

HRISHCM Systems

Certifications & Qualifications

SHRMHRCICCP

Industry Keywords

Manufacturing EnvironmentOperational WorkShop-Floor OrganizationsTalent ReviewsSuccession Planning

About the role

Key responsibilities & impact

Own the continuous improvement and maintenance of job architecture and career framework standards across non-hourly and production hourly job populations
Advise HR partners and leaders on job architecture and career framework decisions, including role placement, leveling, and progression alignment
Partner with Talent Management, Learning, and HR leaders to align career architecture with performance management, talent reviews, succession planning, career development, and internal mobility initiatives
Partner with HR and operational stakeholders to ensure production hourly job architecture reflects manufacturing/operational work and the shop-floor environment
Assess framework opportunities and gaps, including leveling drift, title inflation, inconsistent profiles, and irrelevant skills or competencies, and recommend updates
Lead competency and skills development and refinement across job populations
Support organization design initiatives by analyzing organizational structures, role alignment, spans and layers, reporting relationships, and workforce composition
Conduct external research and benchmarking and translate findings into practical recommendations
Develop and maintain documentation and decision tools, including role/profile guidance, titling guidance, and FAQs
Provide training, coaching, and consultative support to improve adoption of job architecture, career framework, and governance
Support special projects related to career frameworks, job profile quality, job catalog maintenance, and alignment with HR processes and systems

Requirements

What you’ll need

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, or related field (or equivalent experience)
7+ years of progressive experience in job architecture, career frameworks, talent management, organizational effectiveness, workforce planning, or related disciplines
Demonstrated experience implementing career frameworks and job architecture for both non-hourly roles and production hourly roles in a manufacturing/operations environment
Working knowledge of job architecture components, including job families, job levels, job profiles/descriptions, and titling conventions
Experience assessing role/profile alignment, identifying gaps/inconsistencies, and recommending practical improvements
Demonstrated experience influencing and consulting with leaders across functions and organizational levels
Ability to build consensus across HR and business stakeholders with diverse perspectives
Ability to work independently with minimal supervision and support/train others as needed
Effective communication skills to explain standards clearly and influence consistent adoption
Strong analytical and documentation skills, including creating guidance, decision tools, and clear role/profile content
Master’s degree in a related field (preferred)
Relevant HR, talent, compensation, or job evaluation certification, such as SHRM, HRCI, or CCP (preferred)
Experience partnering with manufacturing/operations leaders on role clarity, progression expectations, and job structure questions for shop-floor organizations (preferred)
Experience aligning job profiles to talent processes within a Talent Management context (preferred)
Experience working with HRIS/HCM systems where job structures, profiles, or competency frameworks are maintained (preferred)

Benefits

Comp & perks

Annual incentive plan (AIP), subject to eligibility criteria
Hybrid work arrangement
100% employee-owned company
Opportunities to impact on and off the job positively