Introduction

  • The Supervisor, Capability Development supports the development and the effective implementation of the Competency Management Framework across the organization.
  • Reporting to the Senior Supervisor, the role is responsible for developing, maintaining, and operationalizing job competency models, overseeing technical competency assessments, and translating assessment insights into actionable learning inputs.

What are you going to do 

Management Systems

  • Awareness of COMPANY Integrated Management Systems (Quality; Environment; Occupational Health & Safety; Responsible Care; & Energy Management Systems; and IFA Product Stewardship)
  • Comply with all the relevant policies and procedures of COMPANY Integrated Management Systems.

COMPANY Strategy

  • Awareness of COMPANY's Vision, Mission, Strategic Map & Core Values.

Competency Management Framework Implementation:

  • Support the roll out and ongoing application of the Competency Management Framework across the organization.
  • Ensure alignment of competency practices with organizational and functional requirements.
  • Provide guidance to stakeholders on framework application and interpretation.

Job Competency Development and Implementation:

  • Develop and document job-specific technical competency models in collaboration with functional teams.
  • Review and update competency models as roles and/or business needs evolve.
  • Ensure consistency and standardization of competency definitions and proficiency levels.
  • Maintain a centralized repository of approved competency models.

Technical Competency Assessment Oversight:

  • Plan, coordinate and monitor the technical competency assessment cycle.
  • Ensure assessments are conducted in line with the approved methodologies and timelines.
  • Serve as an assessor and/or moderator to validate assessment outcomes.
  • Provide guidance and support to assessors (from functional departments) to ensure assessment quality and objectivity.

Competency Data Analysis & Reporting:

  • Analyze competency assessment results to identify gaps, strengths, and development priorities.
  • Prepare competency assessment reports for functional leaders.
  • Track competency trends and progress to guide the capability development requirements.
  • Ensure data accuracy and integrity in competency records.

Functional Learning & Development Planning:

  • Translate competency gaps into clear learning and development recommendations.
  • Provide inputs to functional learning plans and capability development initiatives.
  • Support the prioritization of technical training interventions based on assessment outcomes.

Technical Competency Advisory & Support:

  • Act as the "go-to" person for technical competency-related queries and guidance.
  • Support functions in interpreting assessment results and competency requirements.
  • Promote best practices in competency assessments and capability development.

Essential skills and knowledge

  • Bachelor's degree (preferably in Human Resources or related fields) from a recognized University.
  • Professional certification (e.g., CIPD, SHRM, or equivalent) is desirable.
  • Certified Workplace Assessor or Moderator certification.
  • At least 5 years' experience in Learning and Development, Talent Management or Organization Development, including hands-on work with competency frameworks.
  • Experience in competency management, capability development or technical training design.
  • Solid understanding of learning and development practices - needs analysis, instructional design, evaluation of training effectiveness, and learning pathways.

What we offer 

  • Salary:
    • Monthly Rate in QAR (All inclusive)
  • Work Schedule:
    • 8 Hours / 5 Days
  • Duration:
    • 2 years, with possible extension
  • Location:
    • Qatar

Closing: 23 June 2026

Apply Now

Are you the perfect match for this vacancy? Apply in 5 minutes and let's get in touch!

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Process of your application

Application process & contact

We will now begin examining your application: We will take a close look at your application documents and ask you for additional information if necessary. If your qualifications match our requirements, we will invite you to meet us for the first time.

Project discussion with our customer

If the introductory meeting goes well for you and us, we will arrange a meeting with the customer who has the perfect project for you. This gives you the opportunity to find out more about the customer and the project.

The decision

If you enjoyed the project discussion and the customer is also convinced of your expertise, we will ask you the final and decisive question: Do you want to get started at Brunel?

Introductory conversation with Brunel

In an introductory meeting, we would like to find out more about your interests, ambitions and professional developments. At the same time, we report on working at Brunel and provide information about all career opportunities and prospects.

Welcome to Brunel

Now great times are beginning! With Brunel you have countless opportunities to help shape technological progress. You decide how your career path goes. We support you in every phase of your career. You always have security behind you: Brunel!