Skills Architect Program Manager

The Global Human Resources Group operates on the understanding that our people are our most valuable assets. They think globally to optimize our workforce, integrate our Core Values into everything we do, and deliver the HR solutions to enhance the employee experience and enable future growth.

The Skills Architect Program Manager is responsible for designing, governing, and continuously evolving Lam Research’s enterprise skills architecture. This role owns the structure and integrity of the skills framework, including skills taxonomy, role-based skills profiles, proficiency models, skill definitions, and relationships across jobs, learning, talent, and workforce processes.

The role combines skills architecture expertise with program management to translate workforce, business, and labor market insights into scalable skills solutions. The role leads skills validation, develops taxonomy recommendations, establishes architecture standards, and manages the implementation of approved changes across various talent and learning platforms. The role also surfaces actionable skills insights and data to identify workforce capability needs and inform broader upskilling and reskilling efforts across Lam.

Skills Architecture & Governance

• Design and continuously evolve Lam’s enterprise skills architecture, including taxonomy structure, proficiency levels, definitions, relationships, and role-based skills profiles.
• Establish architecture standards and governance criteria for creating, modifying, consolidating, and retiring skills.
• Analyze business needs, workforce priorities, and labor-market trends to identify emerging, declining, and critical skills.
• Maintain the quality and integrity of the skills taxonomy by resolving duplicate, outdated, overlapping, or poorly defined skills.
• Evaluate proposed changes and recommend scalable enhancements aligned with enterprise standards and business requirements.
• Maintain architecture documentation, decision rationale, and quality controls.

Skills Program Management

• Lead enterprise skills architecture priorities and roadmap initiatives.
• Plan and facilitate skills discovery, design, and validation sessions with business and functional stakeholders.
• Translate business requirements and SME input into architecture recommendations, decisions, and implementation plans.
• Maintain the roadmap, backlog, dependencies, decision log, and implementation priorities.
• Monitor adoption, assessment, and taxonomy-health data to improve the skills framework and employee experience. 
• Analyze and surface skills insights, gaps, and trends to inform enterprise upskilling and reskilling priorities.

Ecosystem Integration

• Define how enterprise skills architecture is represented across Lam, independent of any specific technology platform. 
• Establish skills-mapping principles across jobs, learning content, development plans, career pathways, talent acquisition, and workforce planning.
• Partner with HRIS and technology teams to translate architecture requirements into system configurations and integrations.
• Assess the downstream impact of taxonomy changes and validate skills tagging, content mapping, recommendations, and role profiles across systems.
• Identify and resolve architecture and data inconsistencies between platforms.

Stakeholder Partnership

• Serve as the enterprise subject-matter expert for skills architecture, taxonomy design, and role-based skills modeling.
• Advise HR Business Partners, Talent Acquisition, Workforce Planning, Talent Management, Global Inclusion Learning & Development, HRIS, and business leaders on skills architecture decisions.
• Facilitate alignment between business needs, enterprise standards, governance requirements, and system constraints.
• Translate complex architecture concepts into clear recommendations for business and executive audiences.

Success Measures

• Quality, consistency, and scalability of the enterprise skills architecture
• Accuracy and relevance of skills taxonomy and role-based profiles
• Successful implementation and adoption of approved architecture enhancements
• Alignment of skills across talent, learning, career, and workforce processes
• Timely delivery of roadmap priorities, architecture decisions, and actionable skills insights that inform upskilling, reskilling, and workforce capability priorities

• Minimum of 12 years of related experience with a Bachelor’s degree; or 8 years and a Master’s degree; or a PhD with 5 years experience; or equivalent experience.
• 5+ years of experience in skills architecture, talent management, job architecture, workforce development, learning, HR technology, or a related field.
  
• Experience designing or significantly enhancing enterprise skills frameworks, taxonomies, or role-based skills models.
  
• Experience translating business and workforce requirements into scalable skills solutions.
  
• Experience facilitating skills discovery and validation with SMEs, HR partners, and business leaders.
  
• Strong analytical, consulting, program-management, and executive-communication capabilities.
  
• Experience working across interconnected HR, talent, and learning platforms.

• Experience with Eightfold, Cornerstone, Workday, SuccessFactors, or similar platforms.
• Experience designing skills taxonomies, proficiency frameworks, and relationships among skills, roles, jobs, and learning content.
• Knowledge of job architecture, competency models, occupational frameworks, and skills-based talent practices.
• Experience with workforce analytics, labor-market intelligence, skills-gap analysis, and executive reporting.
• Experience supporting talent and learning system integrations.
• Proficiency with Power BI, Excel, or related reporting tools.

We believe it is important for every person to feel valued, included, and empowered to achieve their full potential. By bringing unique individuals and viewpoints together, we achieve extraordinary results.

Lam Research ("Lam" or the "Company") is an equal opportunity employer. Lam is committed to and reaffirms support of equal opportunity in employment and non-discrimination in employment policies, practices and procedures on the basis of race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex (including pregnancy, childbirth and related medical conditions), gender, gender identity, gender expression, age, sexual orientation, or military and veteran status or any other category protected by applicable federal, state, or local laws. It is the Company's intention to comply with all applicable laws and regulations. Company policy prohibits unlawful discrimination against applicants or employees.

Lam offers a variety of work location models based on the needs of each role. Our hybrid roles combine the benefits of on-site collaboration with colleagues and the flexibility to work remotely and fall into two categories – On-site Flex and Virtual Flex. ‘On-site Flex’ you’ll work 3+ days per week on-site at a Lam or customer/supplier location, with the opportunity to work remotely for the balance of the week. ‘Virtual Flex’ you’ll work 1-2 days per week on-site at a Lam or customer/supplier location, and remotely the rest of the time.

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