Local Competency Manager

This job is no longer active!

View all jobs Michelin Romania active

View all jobs Local Competency Manager active on Hipo.ro

View all jobs Human Resources - Psychology active on Hipo.ro

Employer: Michelin Romania
  • Human Resources - Psychology
  • Job type: full-time
    Job level: Manager
  • Updated at: 18.01.2018
    Short company description

    The Michelin Group started its industrial activity in Romania in August 2001, investing more than 400 million euros over the years in plant modernization. Currently, Michelin Romania has about 3,500 employees, three factories, two in Zalău and one in Floreşti, a commercial network and a Center of Excellence and Shared Services( Bucharest), which provides support services to various entities Michelin in Europe. Also, the commercial activities of the Group for Central and Eastern Europe are coordinated from Bucharest (12 countries).


    At least 4 years of experience in Organizational Development/Learning roles

    Know how on best practices in Learning/OD domain and capability to adapt and evolve such practices within different organizations

    Capability to manage multiple detailed projects and drive towards deadlines

    Excellent organizational and project management skills

    Excellent written and verbal communication skills

    Good negociator and influencer

    English profiency is mandatory, French skills are an advantage



    The mission of the local Competency Manager is to provide job orientations (competencies, standard paths,…) and L&D solutions consistent with the business needs and local context.

    He/She represents the competency network and acts as a support to the HR Business Partner network at local level.


    Contribute to the strategic workforce planning (SWP) process / cycle :

    Collect main inputs for local SWP and scan the environment / ecosystem
    Analyze the current workforce (qualitative/quantitative indicators) and define the need for short / mid term
    Propose action plan, short and mid term and monitor its execution

    Assure that local job referentials based on the Group orientations are relevant to the local context and evaluate its effective use:

    Analyze, adapt and translate – if necessary – the global Group shared framework (jobs, mapping, competencies)
    Ensure coherence with the local organization, resources or means, ensure compliance to legal constraints and consistency with market specifications
    Propose evolution of jobs, mapping, competencies to the Group Competency Manager
    Adapt the professional paths to the local context
    Translate, adapt and deploy assessment tools
    Provide orientation (competencies, standard paths,… ) to local HRBP and teams
    Provide local inputs for job evolutions to Group competency manager

    Ensure the availability and deployment of the L&D offer, based on the Group solutions and local specific needs:

    Adapt and deploy the Group solutions for development and learning actions
    Ensure its adaptation in coherence with the local resources, means
    Collect the needs for local L&D solutions and if necessary, formalize the specification of a new local L&D offer
    Assure the best utilization of the current L&D offer
    Measure the satisfaction of the users and the effectivness

    Share good & transversal practices with other, domains and propose evolutions to the competency managers network.