Eximietas Design
Website:
eximietas.design
Job details:
We are hiring for Technical Capability Management - Functional Lead
Experience Level: 12 to 18 Years
Location: Bangalore
Preferred Immediate to 30 days joiners
Mode: WFO
JD:
Technical Capability Management – Function Lead (Enterprise/GCC)
Key Responsibilities 1) Capability Strategy & Operating Model • Define the technical capability strategy aligned to business roadmap, product/platform priorities, delivery commitments, and market trends. • Establish a scalable Capability Management Operating Model: governance, cadence, decision rights, funding model, and stakeholder alignment. • Drive annual/quarterly capability planning cycles: current-state vs. target-state, capability gaps, and build/buy/borrow plans. 2) Skills Framework & Taxonomy • Create and maintain a skills taxonomy across domains (e.g., Cloud, AI/ML, DevOps/SRE, Security, Networking, Data, Platforms, Software Engineering). • Build role-based proficiency frameworks (Beginner → Expert) with observable indicators, artifact expectations, and assessment guidelines. • Ensure mapping to job families/levels, career paths, and delivery role expectations. 3) Capability Assessment & Gap Closure • Implement enterprise capability assessments using multiple signals (self, manager, interview panels, project evidence, certification, code review outputs, labs). • Identify capability gaps by org, role, account/program, and geography; create targeted closure plans. • Design interventions: bootcamps, labs, mentoring, guilds, rotations, project-based learning, and internal “talent marketplace” models. 4) Learning Pathways, Academies & Certification Programs • Build role-based learning pathways aligned to capability depth requirements (Day1/Day2/Managed Services/Engineering). • Partner with L&D and technical SMEs to establish internal academies (e.g., CloudOps Academy, Platform Engineering Academy, Security Academy). • Define and manage certification strategy, vendor alignment (cloud providers, security, DevOps tooling), and measurement of certification ROI. 5) Workforce & Talent Pipeline Integration • Partner with Talent Acquisition and Workforce Planning to align hiring plans to capability gaps. • Define technical hiring standards, interview rubrics, and onboarding capability ramps. • Support succession planning for critical roles and strengthen internal mobility via structured capability progression. 6) Metrics, Dashboards & Executive Reporting • Build capability dashboards: proficiency distribution, gap trends, learning adoption, certification coverage, billability readiness (if services), project readiness. • Provide leadership with quarterly capability health reporting and risk/mitigation plans. • Drive measurable outcomes: improved delivery quality, reduced ramp time, increased productivity, stronger technical depth. 7) Stakeholder Management & Community Building • Engage senior stakeholders across Delivery, Engineering, Product, HR, Finance, and Business Ops. • Build communities of practice (guilds), SME networks, and mentoring structures. • Drive culture of continuous learning with recognition mechanisms and internal tech events/hackathons. 8) Budget, Vendor & Program Management • Own capability program budget (training platforms, labs, certifications, partners). • Manage vendors and training partners; ensure content quality and relevance. • Ensure compliance (security/legal) for labs, tools, and learning environments. Outcomes / Success Measures (KPIs) • Capability Gap Reduction: % reduction in critical skill gaps quarter-on-quarter • Role Readiness: % workforce meeting target proficiency for priority roles • Ramp Time: reduction in onboarding-to-productivity time • Certification Coverage: role-based certification attainment and relevance • Delivery/Engineering Impact: defect leakage reduction, improved SLO/SLA adherence, fewer escalations • Learning Adoption: completion, engagement, labs participation, mentorship coverage • Talent Pipeline: internal mobility fill-rate; hiring alignment to capability needs Required Qualifications • 12–18+ years in technical leadership / engineering / delivery / platform roles with strong credibility in modern tech stacks. • 5+ years leading enterprise-scale programs (capability transformation, L&D strategy, workforce planning, engineering enablement). • Strong understanding of skills frameworks, proficiency models, and assessment methods. • Experience working with cross-functional partners: Engineering, Delivery, HR/L&D, Talent Acquisition, Finance, and senior leadership. • Strong program management skills: multi-workstream planning, prioritization, stakeholder alignment, execution governance. Preferred Qualifications • Experience building technical academies, internal certification programs, guilds, and communities. • Exposure to cloud and platform ecosystems: hybrid cloud, Kubernetes, DevOps/SRE, security, observability, automation. • Strong analytics mindset; experience with Power BI/Tableau/Workday/SuccessFactors/skills platforms (e.g., Degreed, Cornerstone, Pluralsight, Coursera for Business). • Consulting / enterprise transformation exposure is a plus. • Certifications (nice-to-have): Cloud, SAFe/Agile, ITIL, DevOps, Security. Core Competencies • Strategic thinking + execution discipline (Operating model mindset) • Stakeholder influence at senior levels • Data-driven decision-making and storytelling • Program governance & risk management • Technical credibility and ability to work with SMEs • Change management and adoption leadership Leadership Level Expectations • Leads through influence; builds alignment across org boundaries. • Creates repeatable mechanisms and institutionalizes continuous improvement. • Develops capability leaders/SMEs; fosters community-driven learning. • Balances long-term strategy with near-term delivery readiness needs.
Click on Apply to know more.