Job Description

Job Title Supervisor, Capability Development

Section Talent Development Division Administration

Department Learning & Development Reports to Senior Supervisor, Capability

Development

JOB PURPOSE

The Supervisor, Capability Development supports the development and the effective implementation of the

Competency Management Framework across the organization. Reporting to the Senior Supervisor, the role

is responsible for developing, maintaining, and operationalizing job competency models, overseeing technical

competency assessments, and translating assessment insights into actionable learning inputs. The role also

serves as a subject matter reference for technical competency matters, ensuring consistency, quality, and

alignment with organizational capability requirements.

KEY ACCOUNTABILITIES

Management Systems

Awareness of Company Integrated Management Systems (Quality; Environment; Occupational Health &

Safety; Responsible Care; & Energy Management Systems; and IFA Product Stewardship)

Comply with all the relevant policies and procedures of Company Integrated Management Systems.

Company Strategy

Awareness of Company Vision, Mission, Strategic Map & Core Values.

Competency Management Framework Implementation:

Support the roll out and ongoing application of the Competency Management Framework across the

organization.

Ensure alignment of competency practices with organizational and functional requirements.

Provide guidance to stakeholders on framework application and interpretation.

Job Competency Development and Implementation:

Develop and document job-specific technical competency models in collaboration with functional teams.

Review and update competency models as roles and/or business needs evolve.

Ensure consistency and standardization of competency definitions and proficiency levels.

Maintain a centralized repository of approved competency models.

Technical Competency Assessment Oversight:

Plan, coordinate and monitor the technical competency assessment cycle.

Ensure assessments are conducted in line with the approved methodologies and timelines.

Serve as an assessor and/or moderator to validate assessment outcomes.

Provide guidance and support to assessors (from functional departments) to ensure assessment quality

and objectivity.

Competency Data Analysis & Reporting:

Analyze competency assessment results to identify gaps, strengths, and development priorities.

Prepare competency assessment reports for functional leaders.

Track competency trends and progress to guide the capability development requirements.

Ensure data accuracy and integrity in competency records.

KEY ACCOUNTABILITIES

Functional Learning & Development Planning:

Translate competency gaps into clear learning and development recommendations.

Provide inputs to functional learning plans and capability development initiatives.

Support the prioritization of technical training interventions based on assessment outcomes.

Technical Competency Advisory & Support:

Act as the go-to person for technical competency-related queries and guidance.

Support functions in interpreting assessment results and competency requirements.

Promote best practices in competency assessments and capability development.

EDUCATIONAL QUALIFICATION & EXPERIENCE

Qualification Required Technical Non-Technical

Higher Secondary School (12 years)

Diploma (12+2 years)

Advanced Diploma/Equivalent (12+3 years)

Bachelor's Degree (12+3 years)

Professional Certification (Please specify)

Other Qualification (Please specify)

Remarks

Qualification:

Bachelor's degree (preferably in Human Resources or related fields) from a recognized University.

Professional certification (e.g., CIPD, SHRM, or equivalent) is desirable.

Certified Workplace Assessor or Moderator certification.

Experience:

At least 5 years' experience in Learning and Development, Talent Management or Organization

Development, including hands-on work with competency frameworks.

Experience in competency management, capability development or technical training design.

Solid understanding of learning and development practices – needs analysis, instructional design,

evaluation of training effectiveness, and learning pathways.