Senior Global Learning & Organizational Development Manager

As Senior Global Learning & Organizational Development Manager , you will play a critical role in shaping and executing Avient's global talent development strategy. The incumbent will partner with business leaders to understand the business and workforce needs to develop and deploy programs from this Center of Excellence that unleash the full potential of our associates. This role will be involved in the creation of the processes and tools to help leaders more effectively develop and manage talent, focused on building strong leaders for today and the future. Reporting to the Global Talent Management Director, this individual will interact at all levels of the organization globally, to ensure Avient is developing employees and leaders in a way that is innovative, collaborative, and inspires belonging. Responsibilities Develops and supports Avient's global comprehensive, best-in-class Learning and Leadership Development Strategy and programs with the ability to effectively deliver and facilitate training in an engaging manner. Leads a high performing global team who design and deliver professional and leadership training and development processes, performance management, and succession planning strategy, taking into account cultural differences around the world to apply global programs with local focus. Designs, implements, and delivers development programs for Avient's top talent that incorporate experiential learning, mentoring, coaching and rotational assignments in addition to classroom and virtual learning methods. Effectively prioritizes team efforts around highest‑value business needs, balancing strategic program aspirations with practical, enterprise‑wide realities to ensure initiatives deliver meaningful impact and align with critical business priorities. Demonstrates exceptional communication, executive presence, and influence skills, with the ability to engage and align stakeholders across regions, cultures, and levels. Leads surveys and feedback tools (i.e. 360 assessments) as required to measure employee engagement, talent development and application of learning. Collaborate with Global Talent Management Director, HR Business Partners, and business leaders to develop talent strategies for Performance Management, Talent Assessment, Succession Planning, and Employee Engagement throughout the organization. Identifies, develops, and tracks key talent management metrics and prepares analytics and presentations for leadership. Supports design and improvement of succession management approach, processes and tools that result in deeper bench strength and improved talent readiness for business-critical positions. Leads organizational development initiatives, programs, and processes. Involved in workforce planning and development conversations to drive holistic thinking on talent Conducts and/or identifies resources and tools for team development, such as teambuilding sessions and other interventions. Qualifications 8+ years of professional work experience in Training and Development, Talent Development, Organizational Development, or Organizational Change Management with a preferred emphasis in leadership development and coaching. 5+ years of experience managing a team, preferably across a global remit with strong international experience required. Demonstrated experience supporting global integrated talent management program, including: talent review, succession planning, performance management, leadership/behavioral/technical competencies, assessments and employee engagement surveys. Able to quickly build trusted relationships with others through active listening skills, delivering on agreed upon actions, and allowing two-way feedback. Must be passionate about leading, managing, coaching and developing others. Must have strong program development and project management skills including program/project planning, training facilitation, managing multiples resources, timelines, milestones and objectives. Demonstrated strength in facilitation of developed training courses, both in person and virtual, including hosting simulations / exercises to allow participants to practice learned skills. Certification with DiSC, StrengthFinders, 360 assessment debriefs, and Situational Leadership is preferred. Familiarity with Korn Ferry Competencies, Oracle HCM and Crucial Conversations is preferred. Must be systems savvy to access, report on and analyze data effectively to "tell the story" behind the information. Must be expert in Microsoft programs (Excel, Word, Power Point, etc.). Must be able to travel occasionally for successful execution of the essential functions of the position. Essential Duties & Responsibilities Interacts with the highest levels in the organization including the CEO on a regular basis to execute programs. Leads a team of global associates and contractors who design & deliver all aspects of the company's training and development processes. Manages a budget of approximately $ 1.5m. Assesses and identifies organizational training and development needs. Researches and identifies training and educational programs to meet the training and development needs of the organization based on Avient key competencies. Tracks and reports training program usage and evaluate program effectiveness. Develops and leads the global performance management. Establishes and communicates process, system, guidelines, and timeframe for midyear and year-end performance appraisal. Provides training and support to managers and associates on effective performance management practices. Tracks and reports completion of performance appraisals and distribution of performance ratings. Supports global career development and succession planning processes. Establishes and communicates process, system, guidelines, and timeframe for career development process. Provides support to HR Leadership in the execution of succession planning process. Leads organizational development initiatives, programs, and processes Identifies, conducts, and reports results for global engagement surveys at organization, business, and plant levels. Conducts and/or identifies resources and tools for team development, such as teambuilding sessions and other interventions. Conducts and/or identifies resources and tools for individual development, such as 360 feedback, coaches, outside leadership programs, volunteer organizations, etc. Provides tools to Human Resources managers to facilitate individual and organizational development, such as new manager assimilations, quarterly development guides, etc. Facilitates activities and events that contribute to a positive employee culture. Designs, develops, and delivers company-wide leadership development programs. Develops and delivers front-line supervisor training program for plant-level supervisors. Identifies and facilitates the delivery of leadership development programs for rotational program candidates, managers, and directors, leveraging third-party resources where necessary. Other projects as assigned. Physical/Environ. Demands Office environment Scope Global