[Hiring] Senior Skills Framework Project Manager @WTW

Role Description

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
• Integration with job architecture and reward

This is a complex, cross-functional transformation program requiring strong orchestration across:

• HR CoEs
• HRIT
• Business stakeholders

The role will ensure delivery of a single, integrated enterprise framework linking:

• Roles
• Skills
• Job architecture
• Compensation

This 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.

Qualifications

• Experience in project management within a complex, cross-functional environment
• Strong communication and stakeholder management skills
• Ability to operate in ambiguity and shape evolving scope

Requirements

• 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
• Drives day-to-day project execution
• Proactively escalates risks, interdependencies, and decision points with clear recommendations

Key Responsibilities

• 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
• Coordinate delivery across skills strategy and architecture, role design enablement and job profiles, integration with job architecture, and alignment to compensation frameworks
• Lead design and execution of 2–3 pilot areas, including technology enabled skills pilots
• Translate pilot learnings into a structured, phased rollout approach
• Define and operationalize the integration and feedback loop
• Build strong relationships with HR Leadership, HR CoE leads, HR IT, and business stakeholders
• Manage dependencies across Talent, Reward, L&D, HRIT, and Workforce Analytics

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