Director Skills Architecture and Talent Intelligence

How many people can answer the question, "What do you do for a living?" with the answer, "I help find cures for cancer." At Blood Cancer United, employees take our mission seriously. Whether you work in one of our regions, are an accountant at the national office or a specialist in our Information Resource Center, you work each day on making our bold goal a reality: to enable patients with blood cancer to gain more than one million years of life by 2040. Join us and give new meaning to the word, "job."
Summary: The Director, Skills Architecture & Talent Intelligence is the enterprise
owner of Blood Cancer United’s skills operating system, ensuring that skills data and
frameworks power decisions across the full talent lifecycle. Leads the day-to-day Skills Office:
operationalizing taxonomy, tagging, proficiency scales, assessments, and skills signals while
the SVP sponsors enterprise decisions and risk analysis. Co-chairs tier assignment (triage) with
VP Learning & Talent Development to route demand across Levels 1–4 and to convert
repeatable components into Level-1 automation. The Director partners with People, Culture &
Sustainability (PCS) teams to build and maintain the skills data layer, define metadata
standards, and deliver dashboards and insights that inform workforce planning and
organizational priorities. As a cross-functional leader, this role collaborates with functional
leaders across the business to embed skills into decision-making, while aligning with PCS
partners to drive equity, growth, and performance. Success in this role requires strong systems
thinking, advanced analytics, change leadership, and the ability to translate complex data into
actionable talent insights.

Success Metrics:
• Coverage and quality: percentage of roles with mapped skills; percentage of the learning catalog correctly tagged; tagging accuracy; assessment adoption.
• Efficiency and scale: percentage of learning demand resolved at Level 1; average time from request to publish; rate of reuse of tagged assets.
• Effectiveness: skills growth compared with baseline; internal mobility signals; readiness indicators for critical roles.
• Data health: rate of learning activity events captured for analysis; data quality; number of privacy or audit findings (target is zero critical findings).
• Adoption: views of the Skills Pulse dashboard; number of leaders using insights; number of teams applying skills-based job descriptions and interview guides.
Duties and Responsibilities:
Decision Rights & Governance
• Approve within guardrails set by the Senior Vice President: tagging and metadata standards, statement templates for learning activity tracking, synonym lists, and updates to proficiency scales.
• Recommend to the Senior Vice President: changes to job architecture, new enterprise assessment approaches, cross-system data model changes, and platform or vendor selections.
• Lead the Skills Office weekly stand-up; co-chair weekly intake triage (or as needed) with the Vice President, Learning and Talent Development to route work across Levels 1–4.
• Maintain a public standards library and change log; own skills data quality, data lineage, and privacy controls in partnership with the Legal team and the IT and HRIS teams.
Skills Architecture & Systems Ownership
• Serve as day-to-day owner of the skills operating system: taxonomy, tagging, proficiency scales, assessment criteria, and learning activity signals.
• Partner with the People, Culture and Sustainability team to build and maintain the skills data layer and to keep standards consistent across platforms.
• Set and track coverage targets (for example, percentage of roles with mapped skills; percentage of catalog content tagged to proficiency).
• Publish versioned standards for naming, tagging, types of acceptable skills evidence, and accessibility for skills-related content.
• Define acceptance criteria for skills evidence (for example, assessments, work samples, and facilitated teach-backs) and ensure these criteria are implemented in learning platforms.
Talent Intelligence & Insights
• Design and deliver dashboards, reporting, and analytics that provide leaders with actionable insights on workforce skills, gaps, and mobility opportunities.
• Translate skills signals and make recommendations on workforce planning, succession, and learning strategies.
• Monitor industry trends and benchmarks to keep Blood Cancer United’s skills operating system modern, competitive, and scalable.
• Deliver Skills Pulse: skills coverage, growth vs. baseline, internal mobility signals, readiness indicators, deflection to Level-1, and cost-avoidance estimates.

Change Leadership & Cross-Functional Integration
• Partner with SR. HRBPs