Job Description Summary

Job Description

Role Summary

The Global Competency Center Leader is a strategic leadership role responsible for setting up the Global Competency Center, defining, standardizing, and continuously improving global competency frameworks, standard work practices, and capability-building programs across multiple business functions and regions.

Based in India, this role serves as the primary bridge between global functional leadership, Centers of Excellence (COEs), and regional business teams. The leader will ensure global talent and operational strategies are effectively translated into local execution, while maintaining enterprise alignment, regional relevance, and measurable business impact.

This role will also be part of the GSI India Leadership team – and will lead the coordination of activities, priorities and successful delivery of initiatives within the GSI teams in India.

This role combines strategic vision with operational execution and is critical to driving workforce readiness, process consistency, governance, and continuous improvement across the global organization.

Key Responsibilities

1. Global COE and Standard Work Leadership

• Provide leadership and strategic direction to global COEs and competency centers.
• Define and implement global standard work methodologies across functions and geographies.
• Establish governance frameworks, process documentation standards, SOPs, and compliance mechanisms.
• Drive harmonization and simplification of processes while balancing regional flexibility.
• Ensure alignment of standard work and competency models with business strategy and operational priorities.

2. Regional Partnership and Alignment

• Act as the primary point of contact for regional leaders across key geographies.
• Build strong partnerships with regional teams to understand business needs, capability gaps, and operational challenges.
• Facilitate a strong global-local feedback loop to ensure strategies are practical, scalable, and locally relevant.
• Support regions in identifying skill gaps and designing targeted capability interventions.
• Promote sharing and scaling of best practices across functions and regions.

3. Competency Development and Capability Building

• Develop and implement long-term roadmaps for organizational capability building.
• Build and manage competency frameworks, skill matrices, certification pathways, and learning programs.
• Lead training, enablement, and workforce development initiatives to improve operational maturity.
• Integrate digital tools and learning technologies to improve competency tracking and development.
• Foster a culture of continuous learning, accountability, and high performance.

4. Governance, Performance Management, and Analytics

• Establish and monitor KPIs, dashboards, and reporting mechanisms for global competency and standard work programs.
• Use data analytics to measure program effectiveness, adoption, and ROI.
• Monitor compliance, audit readiness, productivity, cycle time, quality, and operational maturity.
• Lead governance reviews and business performance discussions with global and regional stakeholders.
• Adjust strategies based on performance insights and business needs.

5. Continuous Improvement and Transformation

• Lead process improvement and transformation initiatives across global functions.
• Drive Lean, Six Sigma, automation, and operational excellence programs.
• Identify process inefficiencies and implement sustainable solutions.
• Support the setup and stabilization of new functions, shared services, or competency centers.
• Partner with stakeholders to ensure scalable and repeatable operating models.

6. Stakeholder and Team Leadership

• Collaborate with global and regional leaders across operations, HR, quality, technology, and business functions.
• Influence senior stakeholders and build consensus in a complex matrix environment.
• Lead geographically dispersed teams and develop high-performing talent.
• Serve as a trusted advisor on competency strategy, governance, and operational best practices.

7. Prioritization and alignment across GSI teams in India

• Collaborate across Regional, Solution Lines and Global engineering Center to ensure consistency and prioritization.
• Influence / lead initiatives to drive flowless execution and talents growth
• As member of the GSI India Leadership team - Manage GSI India team resources allocation and distribution

Required Qualifications

Education

• Bachelor’s degree in Business, Engineering, Operations, Finance, or related field MBA or master’s degree preferred.

Experience

• 12–15+ years of experience in organizational development, talent management, global operations, or leadership capacity within a GCC, Global Shared Services, or Global Business Services (GBS) environment.
• Minimum 5 years of experience in a global or matrixed environment.
• Global Exposure: Proven track record of managing large-scale global transitions and cross-border team collaboration.
• Demonstrated success in competency building, process standardization, transformation, or shared services environments.
• Transformation Skills: Demonstrated success in leading large-scale organizational change, process re-engineering, and digital transformation initiatives.
• Communication: Excellent executive-level communication and influencing skills. Ability to navigate a matrixed global environment with diverse cultural nuances.

Technical and Professional Skills

• Strategic Thinking: Ability to balance immediate operational stability with long-term strategic growth.
• Change Management: High level of resilience and adaptability; comfortable leading through ambiguity during the startup phase.
• Technical Acumen: Proficiency in ERP systems (e.g., SAP, Oracle) and process automation tools (RPA, AI, Analytics).
• Collaboration: Strong interpersonal skills with a focus on building bridges across internal functions and geographies.

Preferred Certifications

• Lean Six Sigma Black Belt or equivalent
• PMP, Change Management, or Operational Excellence certifications preferred

Success Metrics

• Global adoption and compliance with standard work frameworks
• Improvement in productivity, quality, and operational consistency
• Reduction in process variation and operational risk
• Successful implementation and stabilization of new functions or competency centers
• Growth in employee capability and competency levels
• Regional stakeholder satisfaction and engagement
• Measurable improvement in operational maturity across global teams

Additional Information