Skills Strategy & Talent Agility Lead

Identify & Map Critical Skills: Define, categorize, and map critical skills (technical, functional, and leadership) necessary to achieve 1–3-year business priorities, working in collaboration with business leaders, HRBP, and L&D.; Develop Skills Taxonomy: Refine an agile, iterative skills taxonomy that creates a common language for talent across the enterprise, including proficiency levels (beginner to expert). Futureproofing: Continuously review industry trends, AI advancements, and technological shifts to update the framework, ensuring long-term adaptability. Mindset Shift Campaign: Lead change management initiatives to shift organization mindsets from rigid job descriptions to flexible skill-based capabilities. Stakeholder Engagement: Influence senior leadership and department heads to adopt the framework and embed skills in performance management, recruitment, and career pathing. Adoption Strategy: Create and execute a communication and training strategy to drive adoption of the skills platform/framework by managers and employees. Collaborate with Group Talent and Business Leaders to integrate skills into talent processes (recruitment, performance, succession, learning pathways). Gap Analysis & Benchmarking: Conduct skill gap analyses using AI-powered (Korn Ferry) tools to compare current workforce capabilities against required future capabilities. Workforce Planning: Use data to support HRBP and leaders on identifying talent shortages, succession planning, and upskilling/reskilling initiatives. Performance Metrics: Establish key performance indicators (KPIs) to measure the success of the skills framework, such as increased internal mobility, HIPO retention, faster internal hiring, and improved employee productivity. Utilize KF self-assessment tools and learning pathways that help employees take ownership of their growth. Offer transparent access to the skills framework, so every employee understands career progression opportunities and required skills. Promote a culture where skills development is part of everyday work.

Zurich is a leading multi-line insurer, serving over 82 million customers in more than 200 countries and territories with more than 65,000 employees. For over 150 years, Zurich has been transforming insurance – offering not just protection, but also prevention services that promote well-being and climate resilience. Guided by our purpose to ‘create a brighter future together,’ we aim to be one of the most responsible and impactful businesses in the world.

• Experience in organisational development, linking business strategy to workforce capabilities.

• Track record in driving cultural or behavioural change, ideally in large organizations.

• Ability to influence and align diverse groups (business, HR, leaders, employees).

• Knowledge of modern adult learning, upskilling/reskilling, and career development strategies.

• Ability to define, track, and analyse impact metrics.

• Comfortable with ambiguity, proactive in adapting frameworks based on feedback.