Job description:
Job Title: Career Development Specialist
Company: Sradar Group
Location: Sardar Group -Erbil
Overall Objective of the Job:
To design, build and maintain Sardar Group’s career development architecture — job families, career paths, role-based learning tracks, individual development plans, and internal mobility mechanisms — and to convert the approved competency framework and business capability requirements into practical tools that HRD, HRM, line managers and employees can use. The role exists to provide employees with visible and credible growth routes within the Group, to strengthen internal talent supply relative to external hiring, and to deliver the Job Families, Learning Pathways, and Internal Mobility commitments set out in the 2026 HRD Roadmap.
Tasks and Responsibilities:
Consolidate and structure Group roles into validated job families by function, skill requirement and progression logic. Define role levels within each family. Run validation with department heads, line managers and HRM. Maintain the job family matrix under HRD version control.
Build vertical, lateral and cross-functional career paths for priority job families. Define progression requirements covering experience, competency, technical skill and learning criteria. Produce career path maps and employee-facing career guides that reflect real structure and real movement, not titles alone.
Develop role-based and family-based learning tracks with HRD, SMEs and line managers. Classify learning as mandatory, recommended or optional by role and level. Prepare approved tracks for mapping into SAP SuccessFactors Learning with the LMS implementation team.
Translate the approved competency framework into practical development requirements per job family and level. Support competency-based progression criteria and capability gap analysis. Agree with HRM, before publication, how competency outputs are applied in performance management, promotion eligibility and role movement.
Develop, pilot and maintain IDP templates, manager guidance and follow-up mechanisms. Link IDPs to competency gaps, learning tracks and business need. Align IDP timing to the Group performance management cycle in coordination with HRM. Track coverage and completion for the agreed target population and report progress.
Support the design of internal mobility mechanisms — rotation, lateral transfer, shadowing, developmental and acting assignments. Define readiness criteria, map feeder roles for critical positions, and provide structured readiness data into succession and talent review discussions.
Maintain career development templates, matrices, trackers and process flows under HRD version control. Prepare monthly progress updates and quarterly reports covering coverage, gaps, risks and required business support. Escalate blockers through the reporting line.
Job Requirements:
