Director, Skills, Roles & Career Frameworks

Location: OTCTH: Connecticut Home Offices Remote Location, Remote City, CT, 06032 USA Role Summary   The Director, Skills, Roles & Career Frameworks is responsible for the design, governance, and ongoing integrity of Otis’ global job analysis & design, skills strategy, and career pathing frameworks. This role ensures that roles across the enterprise are clearly defined, consistently communicated, and aligned to business needs, enabling fair and equitable talent practices, effective workforce planning, and colleague development.  Operating in close partnership with other Human Resources colleagues, Business Leaders, Total Rewards, Talent, Learning & Development, this role provides structure, clarity, and consistency across job design, role leveling, skills, and career progression.  This position can be remotely located.

Enterprise Skills Strategy   Lead the design, governance, and evolution of enterprise skills frameworks and role‑based skill requirements. This will include the development of a ‘roadmap’ for future integrations within existing talent practices (i.e. Talent Acquisition, Succession, Performance, etc.)  Ensure skills are clearly defined and aligned to current and future business needs.  Partner with Business Leaders, Learning & Development, Workforce Planning, and to identify critical and emerging skills.  Enable the use of skills data to support workforce planning, learning priorities, and internal mobility.  Job Analysis & Design   Establish, own and lead the enterprise job analysis & design processes, ensuring roles are accurately documented, evaluated, and maintained.  Partners with Total Rewards on job evaluations to confirm appropriate placement of roles within established job families and levels.  Ensure job analysis practices are applied consistently across functions, geographies, and business units.  Partner closely with Total Rewards to support alignment between job analysis & design outcomes and compensation structures.  Promotes operational Efficiency: Reduces rework, escalations, and downstream corrections related to job leveling and role design.  Job Architecture & Role Alignment   Work closely with Total Rewards to help shape and advise on the global job architecture and job catalog, providing expert recommendations to maintain clear standards, definitions, and controls.  Partner with Total Rewards to govern the consistent application of role design, leveling, and job architecture frameworks, ensuring appropriate role positioning and alignment with compensation practices.  Serve as a subject matter expert on job architecture, providing guidance to Business Leaders, HR and Total Rewards.  Establish and apply governance processes for the creation, modification, and retirement of roles.  Monitor emerging workforce intelligence, AI-enabled skills technologies, and labor market trends to inform future framework evolution.    Career Pathing & Frameworks   Own and maintain enterprise career pathing frameworks that support colleague development and progression.  Develop scalable career pathing frameworks, prioritizing critical job families, high-volume roles, and roles tied to business transformation or workforce planning needs  Ensure career pathing frameworks are practical, scalable, and consistently applied across the organization.  Support transparency and clarity for colleagues and leaders regarding growth and advancement opportunities, specifically by establishing guidance for Career Discussions.  Partner with HR Technology to explore options for technology to enable the colleague career journey experience.  Success Profiles & Role Clarity   Partner with Business Leaders and Talent Acquisition to develop role‑specific Success Profiles that define:  Required skills and capabilities  Experience and knowledge expectations  Behavioral and performance expectations by level  Ensure