Job Profile Summary
Design and deliver results-oriented learning strategy for global Avantor alongside Talent Development team, including identification and development of critical skills and competencies across enterprise; top-level skilling support for workforce transformations; management of the employee learning experience; identification, evaluation, selection and management of external learning vendors, and maintenance of enterprise learning governance.
Liaise with HR Business Partner Leadership and Community, as well as Senior Business Leaders, to regularly gather and prioritize strategic learning standards, expectations, and goals. Act as a key learning stakeholder during cross-functional collaboration activities, and as a subject-matter expert across the enterprise. Provide strategic direction for learning requirements in conjunction with enterprise change management activities.
Direct report to Director, Global Talent Development. This position does not yet have direct reports.
MAJOR JOB DUTIES AND RESPONSIBILITIES (List in order of importance)
Global Learning Strategy Design and Execution: Partners with team and HR / Business leadership to design, execute, and maintain enterprise learning strategy
·Enacts Avantor’s global learning strategy, developing tactics to consolidate and communicate a singular vision at the enterprise-level
·Partners with key stakeholders to drive the global learning strategy at all levels
·Designs and adjust performance metrics to track efficacy of global learning strategy
·Captures performance metrics and employee feedback and report to key stakeholders, continuing to evolve strategy year-over-year
Learner Experience Design and Execution: Partners with business leaders and utilizes current and future technology to design the enterprise learner experience
·Works with key stakeholders to define current learner experience from top to bottom of organization
·Leverages industry best practice to consolidate and evolve learner experience with a singular global identity in mind.
·Designs and adjust performance metrics to track efficacy against global learning strategy
·Captures performance metrics and employee feedback and report to key stakeholders, continuing to evolve learner experience year-over-year
Critical Skill Identification and Cultivation: Partners with HR / Business leadership to identify and build capabilities to develop critical skills at the enterprise level
·Partners with key stakeholders to identify critical skills and competencies for Avantor and impacted roles
·Recommends industry-leading curricula to address critical skill and competency gaps, as well as capabilities to assess and ensure knowledge retention.
·Captures performance metrics and employee feedback and report to key stakeholders, continuing to evolve training strategies as necessary
Learning Delivery Management: Ensures full utilization of all available and relevant internal and external learning resources to achieve business goals.
·Maintains current knowledge of leading learning content and delivery vendors
·Aligns global learning needs to available internal and external offerings
·Assesses curriculum gaps with existing or potential “off-the-shelf” vendor-offered content – engages with internal content development team to fill gaps.
·Delivers blended learning approach against assessed requirements, capturing performance metrics and employee feedback throughout.
·Evolves learning approaches as necessary.
Cross-Functional Collaboration: Support strategic-level business activities inside and outside HR where learning is a key driver of success
·Partners with Global Talent Development Director to represent strategic learning function in conjunction with all Global HR initiatives
·Acts as global learning subject-matter expert in conjunction with specific HR Business Partner Community initiatives
·Serves as the global learning subject-matter expert in conjunction with people-relevant global business initiatives.
·Directs all learning-relevant requirements for global change management activities.
QUALIFICATIONS (Education/Training, Experience and Certifications)
·Bachelor’s degree required. Master’s degree preferred. Concentration in education, organizational development, instructional design, human performance technology, or related field preferred.
·A minimum of two years of learning strategy experience
·Six to ten years of experience in learning, organizational design / effectiveness, talent development, or equivalent in general HR management or HR consulting.
KNOWLEDGE SKILLS AND ABILITIES (Those necessary to perform the job competently)
·Ability to operate at the global level, incorporating dissimilar cultures into a singular vision.
·Strategic partner that can translate vision into executable projects
·Effectively creates and delivers presentations to audiences at all levels
·Executes projects with excellence, including sound performance measurements and tracking progress throughout
·Understanding of organizational change management, its fundamental principles, and mechanisms of effective execution.
·Prior Learning Management System (LMS) or Learning Experience Platform (LXP) exposure, implementation, and/or utilization – Workday Learning preferred.
·Experienced in executing and utilizing needs analyses, organizational assessments, and other forms of feedback/requirements intake.
·Remains current and curious regarding relevant market and professional trends in learning.
·Oral and written fluency in English is required – knowledge of additional languages preferred (Czech, Dutch, French, German, Italian, Polish, Spanish).
ABILITIES / BEHAVIORS:
·Ability to manage sensitive, complex, confidential information
·Must be able to project manage multiple assignments simultaneously, prioritize and oversee multiple projects in a fast-paced environment, meet deadlines, and have strong organizational skills.
·Strong analytical and critical thinking problem solving capability, with an orientation towards continuous process improvement and innovation.
·Customer Focused with effective oral, written communications skills and demonstrated track record of success within Learning and Development field.
·Proactive, inspirational and team focused
·Effective collaborator inside and outside HR organization
·Demonstrates initiative and resourcefulness
·Ability to work independently and as part of a dynamic international team
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3rd party non-solicitation policy
By submitting candidates without having been formally assigned on and contracted for a specific job requisition by Avantor, or by failing to comply with the Avantor recruitment process, you forfeit any fee on the submitted candidates, regardless of your usual terms and conditions. Avantor works with a preferred supplier list and will take the initiative to engage with recruitment agencies based on its needs and will not be accepting any form of solicitation