Chapter Lead

About the Role

Are you someone who is passionate about the Agile way of working, a believer in the need for Swift to further transform and someone living the leadership principles with a true focus on helping people develop?

As Chapter Lead, you will help build a great team of Agile Coaches. You will be responsible for staffing your chapter, building and developing your chapter members, helping them understand and identify their development needs. You will assist in organizing the resource allocation of agile coaches to squads/tribes and orchestrate the performance reviews of chapter members. You will play a pivotal role to adjust agile coaching objectives to the benefit of the business, working as One team with all chapter leads and tribe coaches within Technology Platform and beyond.

A key part of the role will be dedicated to strategic learning and development to continuously assess skills gaps using ongoing skills assessments data analysis. The aim is to develop and implement a structured approach to resource planning and capacity management that aligns talent capabilities with strategic business initiatives.

Key tasks and responsibilities:
Chapter lead (50%)- Create and maintain skill development objectives, and training/development plans for all chapter members- Understand and work with available resources to help fill skills development needs (e.g. HR, Agile Academy, SwiftSmart, online resources, etc.)- Coach & mentor chapter members to identify & share agile best practices and agile engineering practices- Maintain a strong understanding of agile values, practices and principles; stay up-to-date on trends through ongoing self-development & education- Lead Problem Solving Sessions to help chapter members solve common challenges- Promote Frameworks: Ensure chapter members understand and adhere to Swift’s agile frameworks, common practices and governance, such as the Agile Control Framework, OKR, QBR processes- Orchestrate the feedback collection from Tribe Coaches, Squad Members, Product Owners, Peer Agile Coaches, and stakeholders to assess development needs and agree on skills development goals- In collaboration with tribe coaches, set objectives, conduct mid-year review and year-end performance appraisal of chapter members- Work with tribe coaches and agile CoE on coach resource management, e.g. coach to squad assignments and coach recruitment needs- In collaboration with tribe coaches and agile CoE, recruit, select and on-board new agile coaches with relevant skills and experience to meet the needs of Tribes and Squads- Standard management administrative actions for chapter members (e.g. holiday requests, timesheet approvals, access requests, etc.)

Strategic Learning and Development and Skills (50%)- Analyze Skills Gaps: Continuously assess skills gaps using ongoing skills assessments data analysis to build strategic L&D roadmaps that ensure a highly skilled workforce capable of meeting our strategic goals- Collaborate Across Teams: Work closely with internal stakeholders, including HR Business Partners, the Skills team, Technology Platform leadership, and the Change Management team, to understand training needs and deliver impactful solutions- Promote a Skills-First Mindset: Lead initiatives focused on closing critical skills gaps and promoting a development-first approach to workforce planning Cultural Transformation- Drive Learning Culture: Champion the adoption of new learning approaches that support a culture of continuous development. Act as a change agent to embed a strong learning culture across the Technology Platform division- Create Learning Awareness: Lead efforts to promote and increase awareness of learning opportunities, ensuring that employees are engaged and motivated to participate in development activities

Measuring Impact- Track and Report Metrics: Together with the L&D coordinator(s), define, monitor, and report on key metrics that demonstrate the impact of L&D programs on upskilling, reskilling, and overall employee engagement and satisfaction- Continuous Improvement: Continuously evaluate and refine training programs based on feedback and data, ensuring they remain high quality, relevant, and aligned with business goals- Value realization: Maximize the value of existing online learning investments by ensuring they are fully utilized and aligned with learning objectives

To excel in this role, you should bring:
- 8-10 years of professional experience - at least 5 years in Agile Coaching / Scrum Master / Product Owner position- Leadership experience is a plus (management or team leadership)- You are an ambassador of the agile culture. With the following strong emphasis for this role:
- You lead by example, are an inspiration and show energy & passion-
- You achieve results by empowering and giving people responsibility while coaching them-
- You stimulate coaches to perform at their best, to support tribe or transformation objectives-
- Advanced certifications or speci