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Competency Manager Jobs in Arizona (NOW HIRING)

Globe Telecom, Inc.

Talent CoE Manager

Globe, AZ · On-site

The Competency Manager is responsible for aligning workforce capabilities with organizational goals by identifying, assessing, & developing employee skills, knowledge, & attributes. The role ensures ...

HCTHealthcare

Clinical Educator

Flagstaff, AZ

Competency management * Department specific educational training * AHA life safety compliance management * Implementation of evidence-based practice (EBP) & research * Other educational support ...

Ralliant

Training Manager

Chandler, AZ · On-site

The Training Manager serves as the enterprise leader for the development, oversight, and continuous ... Ensure the training catalogue supports career progression models, role-based competency ...

Edge Logistics

People Operations Manager

Scottsdale, AZ · On-site

Measure training effectiveness and employee competency. 2. Performance Management * Partner with leaders to establish performance expectations and KPIs. * Develop consistent performance review ...

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How much do competency manager jobs pay per year?

As of Jul 7, 2026, the average yearly pay for competency manager in Arizona is $97,452.00, according to ZipRecruiter salary data. Most workers in this role earn between $106,200.00 and $108,600.00 per year, depending on experience, location, and employer.

What does a competency manager do?

A competency manager is responsible for developing, implementing, and maintaining competency frameworks within an organization. They identify key skills and behaviors required for roles, assess employee capabilities, and design training programs to address skill gaps, often using tools like competency models and assessment methods. Their work helps ensure employees have the necessary skills to meet organizational goals.

What are the key skills and qualifications needed to thrive in the Competency Manager position, and why are they important?

A Competency Manager needs expertise in workforce development, learning and development strategies, and organizational assessment, often backed by a degree in HR, education, or a related field. Familiarity with Learning Management Systems (LMS), competency frameworks, and certifications like SHRM-CP or ATD-CPT is commonly required. Strong interpersonal skills, analytical thinking, and effective communication help drive cross-departmental initiatives and motivate employee growth. These skills are vital for successfully identifying skill gaps, implementing training programs, and ensuring organizational capability aligns with business goals.

What is an example of competency management?

An example of competency management involves a Competency Manager developing a framework to assess and improve employees' skills and behaviors aligned with organizational goals. This includes creating competency models, conducting assessments, and implementing training programs to enhance workforce capabilities.

What is a competent manager?

A competent manager is a professional who effectively leads teams, demonstrates strong communication and decision-making skills, and meets organizational goals. They possess relevant experience, often hold management certifications, and adapt to changing work environments to ensure team productivity and success.

What are the typical day-to-day responsibilities of a Competency Manager?

Competency Managers typically spend their days developing and maintaining competency frameworks, assessing workforce skills, and collaborating with department heads to identify training needs. They often coordinate training sessions, track employee progress through learning platforms, and analyze data to evaluate the effectiveness of development programs. Regular meetings with HR, team leaders, and subject matter experts ensure that competency standards are consistently aligned with evolving organizational objectives. This multifaceted role combines strategic planning with hands-on execution to foster a skilled and adaptable workforce.

What is the highest paying job in sports management?

The highest paying job in sports management is typically a Sports Director or Executive, such as a General Manager or Vice President of Sports Operations, earning six-figure salaries or more. These roles require extensive experience, leadership skills, and often advanced degrees in sports management or business, with compensation influenced by the level of the organization and sport.

What is a Competency Manager job?

A Competency Manager is responsible for identifying, developing, and managing the skills and capabilities required for an organization’s workforce. They assess employee competencies, create training programs, and align skill development with business goals. Their role ensures that employees have the necessary expertise to meet company objectives and industry standards. Competency Managers often work closely with HR, leadership, and training teams to enhance workforce performance and career growth.

What are popular job titles related to Competency Manager jobs in Arizona? For Competency Manager jobs in Arizona, the most frequently searched job titles are:
What job categories do people searching Competency Manager jobs in Arizona look for? The top searched job categories for Competency Manager jobs in Arizona are:
What cities in Arizona are hiring for Competency Manager jobs? Cities in Arizona with the most Competency Manager job openings:
Competency Manager jobs near you

Talent CoE Manager

Globe Telecom, Inc.

Globe, AZ • On-site

Full-time

Re-posted 5 days ago

Job description

At Globe, our goal is to create a wonderful world for our people, business, and nation. By uniting people of passion who believe they can make a difference, we are confident that we can achieve this goal.

Job Description The Competency Manager is responsible for aligning workforce capabilities with organizational goals by identifying, assessing, & developing employee skills, knowledge, & attributes. The role ensures that competency management supports performance excellence, career development, succession planning, and the organization's strategic objectives. Key responsibilities include creating & maintaining competency frameworks, identifying gaps, & implementing targeted development programs that foster a culture of continuous learning & agility.

DUTIES AND RESPONSIBILITIES:

Strategic Planning

  • Co-Lead the design, development, and implementation of organization-wide competency-based initiatives.

  • Ensure competency strategies align with business priorities, talent management frameworks, and future workforce needs.

2. Competency Framework Development

  • Develop and maintain a robust competency framework encompassing core, leadership, and functional competencies.

  • Regularly review and update frameworks to reflect changing roles, business directions, and industry trends.

3. Skills Gap Analysis

  • Conduct assessments to identify current and future skill gaps within the workforce.
    Partner with HR and business units to translate findings into actionable development and talent strategies.

4. Learning and Development Integration

  • Design and deploy targeted training, reskilling, and upskilling programs based on identified gaps.
    Integrate competency outcomes into performance management, learning roadmaps, and career progression frameworks.

5. Stakeholder Collaboration

  • Partner with HR, business leaders, and learning teams to ensure relevance, adoption, and impact of the competency model.

  • Provide expertise and coaching to managers in applying competencies to selection, development, and performance reviews.

6. Change Management and Continuous Improvement

  • Drive organization-wide awareness and engagement in competency-based practices.

  • Advise leadership on future skill needs due to digital transformation and emerging trends.

7. Compliance and Standards

  • Ensure competency frameworks and assessments adhere to organizational policies, industry benchmarks, and regulatory requirements

KPIs:

  • Successful design and implementation of competency management systems and tools.

  • Measurable improvement in skill alignment and development program effectiveness.

  • Established systems and processes for capturing, sharing, and applying organizational knowledge.

  • Stakeholder satisfaction and adoption rates of competency frameworks.

  • Contribution to organizational performance and talent readiness metrics.

TOP 3-5 DELIVERABLES:

  • Competency framework and repository for all job families.

  • End-to-end skills gap assessment and report with recommendations.

  • Training and development roadmap linked to identified competency gaps.

  • Integration of competency model into HR systems (e.g., performance, learning, succession).

  • Governance and continuous review process for competency updates.

SKILLS:

Soft:

  • Stakeholder management and collaboration

  • Strategic thinking and business alignment

  • Change management and influence

  • Problem-solving and decision-making

  • Agility and innovation mindset

Hard:

  • Competency framework design and implementation

  • Skills gap analysis and assessment methodology

  • Learning and development program design

  • HR data analytics and insights interpretation

  • Proficiency in HRIS/LMS tools (e.g., SuccessFactors, Workday)

Certification/License:

  • Certification in Learning & Development, OD, or HR Management (e.g., DDI, SHRM, CIPD, ATD, PHR/SPHR)

Equal Opportunity Employer
Globe's hiring process promotes equal opportunity to applicants, Any form of discrimination is not tolerated throughout the entire employee lifecycle, including the hiring process such as in posting vacancies, selecting, and interviewing applicants.
Globe's Diversity, Equity and Inclusion Policy Commitment can be accessed here

Make Your Passion Part of Your Profession. Attracting the best and brightest Talents is pivotal to our success. If you are ready to share our purpose of Creating a Globe of Good, explore opportunities with us.

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