Job Description

The Position - Competency Development Coordinator

Act as a bridge between field leadership and human resources by developing people, strengthening competencies, and ensuring the organization has the protection capacity to meet current and future needs. Combine administrative and people-development responsibilities with direct engagement in the field to align company goals with workforce growth.

The Company

MSCP provides highly innovative technical and organizational solutions for Heat Management in the Energy sector. It was founded in 2011 to assist the Oil and Gas Industry but it is rapidly expanding into water treatment and renewables.

The Market

Our Heat Management System is rooted in the synchronization and coordination of a complex network of value-added activities that need to be tailored to the specific needs of increasingly quality-sensitive Clients.

The Model

In order to deliver prompt, reliable and effective services, MSCP has embraced a genuinely systemic approach to management and an organizational model that overcomes completely the conventional Hierarchical/Functional, Siloed structure. Our System is designed and operated as a Network of interdependent processes and its effectiveness is entirely predicated on its correct management.


In order to operate successfully, this model needs individuals willing to accept the professional and personal challenges of this new, NON "command and control" based paradigm.

What We Offer

MSCP is at the forefront of the profound transformation the Energy sector is going through. What we offer is a highly cooperative work environment where professional development, empowerment, open and frank communication and win-win relationships are paramount.

Preferred Education:

University degree in HR, Psychology, Sociology, Business, or a related field.

Key Responsibilities

Communicate effectively with field workers, leadership, and HR, building trust and rapport across all levels. Organize and arrange training programs, ensuring alignment with company strategy and employee needs. Coordinate and improve training processes, reviewing employee progression against training plans. Recognize strengths and competencies within individuals, coaching them to grow and adapt. Coordinate the allocation of protection capacities, ensuring the right people are in the right place at the right time. Schedule and plan employee training, maintaining and updating the competency matrix within the Resource Management System. Facilitate onboarding of new employees and ensure smooth integration into company culture and processes. Collaborate with HR to forecast and address staffing needs, including assigning existing employees and identifying new talent. Provide coaching, mentoring, and feedback to leaders and craft, fostering trust, accountability, and collaboration. Conduct regular touchpoints (tailgates, toolbox talks, audits, and meetings) to keep communication between site and homebase consistent Promote a positive, accountable, and recognition-based culture while applying corrective action when needed. Document learnings and best practices to prevent repeated mistakes and support continuous improvement. Support leadership by reducing day-to-day execution burden so they can focus on strategy, growth, and client relationships.

Key Traits for Success:

Empathy - Listens actively, validates perspectives, and builds trust through compassion and inclusion. Authenticity - Transparent, genuine, and consistent; aligns actions with values, creating an environment where others feel safe to be themselves. Enthusiasm - Brings optimism and energy, celebrates wins, and inspires confidence through positivity. Integrity - Makes principle-based decisions, sets ethical standards, and acts with honesty and accountability. Adaptability - Flexible, calm under pressure, and open to new ideas; embraces change as an opportunity for growth and innovation. * Compassion - Responds to challenges with care and action, creating trust, safety, and a culture of support