From Jobs to Skills: How HR Can Reimagine Talent in a Skills-Driven World

By 2026, 70% of workers’ job types will cease, leaving up to 1.4 million workers to reskill. 

Work as we know it is undergoing a profound transformation. As technology, automation, and artificial intelligence continue to reshape industries, traditional notions of employment are being challenged. The idea of a “job” as a fixed set of tasks tied to a specific role is giving way to a new reality, one where skills are the true drivers of value and growth.

This transformation sits at the heart of the CIPM 2025 Annual Conference theme: “Reimagining the New World of Work.” To truly reimagine the future, organisations must rethink how they define, develop, and deploy talent. They must now shift from job-based structures to skill-based ecosystems that enable agility, innovation, and long-term competitiveness.

The Shift from Job-Based to Skill-Based Talent Models

For decades, organisations have been structured around jobs, with clearly defined titles, responsibilities, and reporting lines. While this model once provided stability, it has also created rigidity. In today’s fast-changing business environment, where skills become obsolete in a matter of months, this rigidity is a liability.

In contrast, forward-thinking organisations are embracing skill-based talent models. Instead of asking “What role does this person hold?” they ask, “What skills does this person bring, and how can we apply them across the business?”

Companies like Unilever, IBM, and Deloitte are already pioneering this shift. Unilever, for example, launched an AI-powered internal talent marketplace called “Flex Experiences” that enables employees to build skills, apply for projects, and move into roles based on skills and experiences, not simply job titles. By doing so, they are not only improving productivity but also giving employees new pathways to growth.

In a skill-based organisation, value creation is not limited by a job description. It is powered by a person’s ability to apply their skills where they are most needed.

Reimagining Talent in the New World of Work

The 57th #CIPMICE2025 theme “Reimagining the New World of Work” is a timely reminder that the future of work will demand new ways of thinking about talent. The traditional employment model, built on rigid hierarchies and narrowly defined roles, is no longer sufficient. Several global trends are driving this change:

• Artificial Intelligence and Automation: Routine tasks are being automated, pushing organisations to focus on human capabilities like creativity, empathy, and problem-solving.
• Remote and Hybrid Work: The shift to flexible work has expanded access to global talent pools, requiring new systems to assess and match skills beyond geography.
• Continuous Learning and Reskilling: With the half-life of skills shrinking, organisations must create lifelong learning cultures to stay relevant.

In this reimagined world, skills become the new currency of work; what you can do matters more than what you were hired to do.

Practical Pathways to Build a Skill-Based Organisation

Transitioning from a job-based to a skill-based model doesn’t happen overnight. It requires deliberate strategy, investment, and leadership commitment. Here are five practical steps your organisation can take:

Conduct a Skills Audit: Start by identifying the critical and emerging skills your business needs today and in the future. Use data analytics and assessments to map existing capabilities and pinpoint skill gaps.

Redefine Workforce Planning: Move from headcount planning to skill count planning. Instead of asking “How many people do we need?”, ask “What skills do we need to achieve our strategic goals?”

Create Internal Talent Marketplaces: Create platforms that connect employees to short-term projects or learning opportunities based on their skills. This approach promotes mobility and engagement while maximising internal talent.

Invest in Reskilling and Microlearning: Develop continuous learning programs that empower employees to acquire new and adjacent skills. Focus on microlearning, short, targeted learning experiences that fit into daily work.

When done right, this model unlocks immense potential, helping organisations stay resilient and employees remain employable.

HR’s New Mandate: Architecting the Skills Ecosystem

The shift to a skills-based organisation redefines the role of HR. Beyond managing jobs and performance, HR leaders must now become architects of skills ecosystems, building structures that enable employees to grow, adapt, and thrive.

HR’s evolving responsibilities include:

• Skills-Based Hiring: Recruiting for potential and learning agility rather than just experience.
• Agile Performance Management: Measuring outcomes and competencies rather than rigid KPIs.
• Personalised Learning: Using data to tailor development paths to each employee’s career goals.

For organisations in Nigeria and across Africa, adopting a skill-based approach presents a unique opportunity. Many businesses are already experiencing talent shortages in emerging areas such as digital transformation, data analytics, and sustainability. By focusing on skills rather than rigid job titles, companies can uncover hidden capabilities within their workforce and build stronger internal pipelines.

Organisations that start building skill-based systems today will lead the future of talent tomorrow. For HR professionals across Nigeria and Africa, the call is clear: to lead the transition from managing people in jobs to nurturing people with skills.

At Human Capital Partners (HCP), we believe that the future of work in Africa will be shaped by organisations that are agile, inclusive, and skill-driven. We actively partner with forward-thinking clients to equip their people for this future through strategic capability-building, targeted learning interventions, and talent advisory that drive measurable business impact. Learn More

Attending the CIPM conference? Visit our booth @ Booth 36 to continue this conversation.