Career Architecture Lead

Description

As an S&C Electric team member, you’ll work on projects that have real-world impact. You’ll help transform the grid for resilient and reliable power worldwide. S&C has more than a 100-year history of innovation and has been 100% employee-owned since 2012. We continue this legacy as a trusted, forward-thinking leader in the electrical industry. You will advance a safer, more reliable, and more resilient electrical grid. Our products help the grid adapt to severe weather and transition to clean energy. We’re big enough to be a respected industry leader but small enough for you to impact our company directly. Our commitment gives you opportunities to impact on and off the job positively.

Join S&C to make an impact on tomorrow’s energy challenges and become an employee-owner!

Hours

• 8:00 am – 5:00 pm (Mon-Fri) Hybrid Chicago, Illinois

Compensation

At S&C, we are dedicated to providing competitive and equitable compensation for all our team members, and we are committed to transparency in our pay practices. The estimated annual base salary range for this position in the United States is $ $116,534 - $154,413. Individual pay within this salary range is determined by several compensable factors, including performance, knowledge, job-related skills and experience, and relevant education or training. This role is also eligible for S&C’s annual incentive plan (AIP), subject to eligibility criteria.

Join our Team as a Career Architecture Lead!

The Career Architecture Lead Serves as S&C's subject matter expert and advisor for Career Architecture, leading the governance, maintenance, and evolution of job architecture, competencies, skills, and career pathways across the enterprise while supporting organizational effectiveness and workforce transformation initiatives across both non-hourly and production hourly (Work Elements) populations. Advises HR and business leaders on job architecture decisions, assesses gaps and inconsistencies, and conducts external research to support clear progression, leveling, and competency expectations. Develops governance practices that sustain a consistent and scalable job architecture enabling equitable and repeatable talent decisions. Ensures maintenance and evolution of S&C's competency and skills architecture to ensure alignment between workforce capabilities, career progression, talent development, and future business needs.

Key Responsibilities

- Owns the continuous improvement and maintenance of job architecture and career framework standards (job families, levels, job profiles, titling alignment, competency and skills relevance, and career pathing) across non-hourly and production hourly (Work Elements) job populations.
- Advises HR partners and leaders on job architecture and career framework decisions (e.g., role placement, leveling, progression alignment), applying established guidelines and governance practices to drive consistent outcomes.
- Partners with Talent Management, Learning, and HR leaders to align career architecture with performance management, talent reviews, succession planning, career development, and internal mobility initiatives.
- Partners with HR and operational stakeholders to ensure job architecture and career framework for production hourly roles appropriately reflects manufacturing/operational work and the shop-floor environment.
- Assesses framework opportunities and gaps (e.g., leveling drift, title inflation, inconsistent profiles, irrelevant skills or competencies) and recommends updates that improve clarity, scalability, and usability.
- Leads competency and skills development and refinement by aligning expectations to role profiles and levels and ensuring expectations are consistently applied across job populations.
- Supports organization design initiatives by analyzing organizational structures, role alignment, spans and layers, reporting relationships, and workforce composition to improve organizational effectiveness and business performance.
- Conducts external research and benchmarking related to job architecture, career frameworks, and progression practices and translates findings into practical recommendations.
- Develops and maintains documentation and decision tools (e.g., role/profile guidance, titling guidance, FAQs) that enable consistent application of the architecture by HR and leaders.
- Provides enablement (training, coaching, and consultative support) to improve understanding and adoption of job architecture, career framework, and governance.

Additional Functions

- Supports special projects related to career frameworks, job profile quality, job catalog maintenance, and alignment of job architecture content to HR processes and systems (as applicable).

What you’ll need to succeed

Required

- 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 (job families, job levels, job profiles/descriptions, and titling conventions) and how governance drives consistency.
- 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 (creating guidance, decision tools, and clear role/profile content).

Preferred

- Master’s degree in a related field.
- Relevant HR, talent, compensation, or job evaluation certification (e.g., SHRM, HRCI, CCP or equivalent).
- Experience partnering with manufacturing/operations leaders on role clarity, progression expectations, and job structure questions for shop-floor organizations.
- Experience aligning job profiles to talent processes (career development, internal mobility, learning pathways) within a Talent Management context.
- Experience working with HRIS/HCM systems where job structures, profiles, or competency frameworks are maintained.

S&C Electric is committed to equal-opportunity employment. All employees and applicants will be considered without regard to age, color, disability, gender, national origin, race, religion, sexual orientation, gender identity, protected veteran status, or any other classification protected by federal, state, or local law. If you are an individual with a disability and need an accommodation to complete the application, please email us at [email protected] .

No fixed Deadline

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