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The Senior Skills Framework Project Manager is accountable for leading the execution of WTW’s enterprise-wide Career Framework Phase II program, including role design enablement, skills strategy, and integration with job architecture and reward.

This is a complex, cross-functional transformation program requiring strong orchestration across HR CoEs, HRIT, and business stakeholders. The role will ensure delivery of a single, integrated enterprise framework linking roles, skills, job architecture, and compensation, translating business-led change into consistent, scalable outputs.

The role combines disciplined program execution with the ability to operate in ambiguity, shape evolving scope, and maintain a strong focus on practical, outcome-led delivery and adoption at scale.

This is an 18-month fixed-term contract and can be a fully remote role, giving you the flexibility to work from anywhere in the UK, with optional office access if desired. As an alternative location, we will also consider candidates based in the US Eastern Time Zone.

Project leadership and reporting

• Reports to the Project Lead, Skills Enablement (Global Head of Talent Management and Engagement).
• Works in close partnership with the Project Lead to translate strategic direction into structured delivery plans and execution.
• Provides regular, structured updates and supports preparation of HR Leadership and SteerCo materials, ensuring visibility of progress, risks, and key decisions.
• Drives day-to-day project execution, while the Project Lead retains accountability for strategy, stakeholder alignment, and overall outcomes.
• Proactively escalates risks, interdependencies, and decision points with clear recommendations.

Key responsibilities

Project governance and delivery

• Own end-to-end execution of Skills Enablement, from mobilization through pilot, scaling, and enterprise rollout
• Support and manage project governance (SteerCo, working groups, decision forums, RAID)
• Maintain integrated plans, timelines, and resource alignment across all workstreams
• Ensure delivery remains on track, with clear accountability for milestones and outputs

Integrated delivery across role design, skills, and compensation

• Coordinate delivery across: 
  • Skills strategy and architecture
  • Role design enablement and job profiles
  • Integration with job architecture
  • Alignment to compensation frameworks and pay structures
• Ensure all components operate as a connected enterprise system, not standalone initiatives
• Drive clarity on scope and ownership (business-led work vs HR-enabled role design)

Pilot, scale, and adoption

• Lead design and execution of 2–3 pilot areas, including technology enabled skills pilots
• Ensure pilots deliver tangible, scalable outputs and clear business value
• Translate pilot learnings into a structured, phased rollout approach
• Partner with change and comms to drive adoption and embed new ways of working

Integration and governance model

• Define and operationalize the integration and feedback loop, ensuring: 
  • Business-led changes to roles and work are captured
  • Skills, job profiles, and job architecture are continuously updated
• Establish governance to ensure consistent application across the enterprise

Stakeholder management and communication

• Build strong relationships with HR Leadership, HR CoE leads, HR IT, and business stakeholders
• Drive alignment across senior stakeholders with competing priorities
• Prepare clear, executive-ready communications, including updates, decision papers, and trade-offs
• Proactively manage stakeholder expectations and resolve issues

Cross-functional coordination

• Manage dependencies across Talent, Reward, L&D, HRIT, and Workforce Analytics
• Ensure alignment with related initiatives (e.g. Oracle skills, Talent Acquisition, learning strategy)
• Coordinate with advisory partners (e.g. W&R) where applicable

Key deliverables

• Enterprise skills strategy, taxonomy, and architecture (co-developed with business input)
• Role design enablement framework, playbooks, and job profile standards
• Integrated enterprise framework linking roles, skills, job architecture, and reward
• Technology integration 
• Pilot outcomes and scalable rollout plan
• Governance model and continuous refresh mechanism
• Executive-ready materials for HR Leadership and senior stakeholders