United Infrastructure is a growing organisation with a broad and diverse workforce, operating across multiple pillars and disciplines. As the business continues to evolve, there is a real opportunity to further strengthen how people develop, progress and build their careers here.

You’ll focus on building and embedding career pathways, succession planning and skills frameworks that support long-term capability, retention and internal progression. Working with our People Business Partners, and our in-house training provider, you’ll ensure development activity is well-directed, aligned to business needs and clearly connected to progression.

This is a role for someone who enjoys designing frameworks, joining the dots and making development practical, rather than delivering courses day to day.

Career Pathways & Progression

• Design clear, accessible career pathways across key job families

• Define progression criteria and development expectations at each level

• Support managers and employees in understanding how roles, skills and progression fit together

Succession Planning

• Coordinate and maintain data driven succession planning for critical roles

• Support leaders in identifying talent, development needs and future capability gaps

• Ensure succession planning outputs translate into meaningful development actions

Skills & Capability Frameworks

• Develop skills frameworks that set out the technical and behavioural skills required at different levels

• Ensure frameworks are practical, easy to use and aligned to job architecture

• Use skills data to inform development priorities and workforce planning

Learning & Development Alignment

• Work closely with the internal training provider to ensure learning programmes align to skills frameworks and career pathways

• Translate business and capability needs into clear development requirements

• Evaluate learning effectiveness through feedback, uptake and impact — not just attendance

Collaboration & Continuous Improvement

• Partner with HR, Talent, and business stakeholders to embed development practices

• Continuously review and improve frameworks as the organisation grows and evolves

• Support a consistent, fair and transparent approach to development across the business

You’ll likely have:

• Experience in talent development, L&D, or organisational capability

• Practical experience designing or maintaining career frameworks, skills frameworks or succession plans

• An understanding of how learning, progression and workforce planning fit together

• A collaborative, pragmatic approach and the confidence to work with a range of stakeholders