Learning and Development Consultant
for each section heading. Use - for lists. Use
for prose.
We need to preserve all substantive info, remove boilerplate like EEO, legal, application instructions, cookie/navigation. Also remove duplicated lines.
We need to decide which content goes where.
"Who We Are" could be considered "About the role"? Actually "About the role" is more about the job itself. "Who We Are" is company overview. Could be placed under "About the role"? The instruction: use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have an "About the role" section that includes company overview and job summary. Or we could split: "About the role" for job summary, and maybe we don't have a separate "About the company". But we need to preserve all substantive info. So we can include company overview in About the role.
Job Summary: we can put under About the role as prose.
Responsibilities: list of duties.
Requirements/Qualifications/Skills: we have Job Level Specifications (knowledge, skills, abilities), Work Experience, Education And Certification(s), Distinguishing Characteristics. These map to Requirements, Qualifications, Skills. We need to decide how to split. Could combine into Requirements (experience, education), Qualifications (certifications), Skills (specific skills). But we must not create empty sections. We'll include all three if we have content.
Benefits: we have "What We Offer" with list of benefits.
We must not include Pay or Schedule.
We must not include boilerplate like EEO, accommodation contact, etc.
We must remove duplicated lines.
Now craft HTML.
Structure:
About the role
Who We Are At Avnet, relationships matter. We are a global, FORTUNE® 500 technology distributor and solutions company that delivers design, supply chain and logistics expertise to customers at every stage of a product’s lifecycle. Our employees have a front row seat to the latest innovations shaping the world we live in and the future we share. We’re driven to help our customers around the world succeed and we do so by earning the trust of some of the biggest names in technology. Working at Avnet means being a part of a global team. We work collaboratively and with integrity, doing business the right way. For more than a century, we have partnered together to help our customers, suppliers and teammates realize the transformative possibilities of technology. Experience what’s next at Avnet!
Job Summary Are you a strategic learning professional ready to shape how Avnet grows its people? This open role sits within our global Talent Center of Expertise (COE), driving learning and development (L&D) initiatives across the U.S., Mexico and Canada (Americas region) while contributing to broader global priorities. You will join a team dedicated to building organizational capability, strengthening leadership effectiveness and embedding a culture of continuous learning, in close partnership with the wider HR organization and the business. We are looking for a credible, trusted consultant: someone who can diagnose organizational needs, translate business priorities into practical learning solutions, and engage and influence stakeholders at every level, from frontline employees to peers and senior leaders.
But note we have duplicated "Job Summary" phrase; we can incorporate.
Better: combine into one paragraph.
Now Responsibilities:
Responsibilities
- Partner with HR, business leaders and COE colleagues to assess current and future capability needs, analyze data and/or skill gaps, and translate business and talent priorities into practical learning and organizational development solutions.
- Own the design, development, delivery and evaluation of learning programs and experiences, including compliance training and other mandated curriculum, new hire onboarding, employee upskilling, leadership development, career pathing, performance management and related culture initiatives, using adult learning and instructional design principles across e-learning, virtual and in-person formats.
- Manage program and curriculum governance, ensuring all content stays current, relevant, compliant and high quality.
- Evaluate and determine whether to use existing curricula, develop new content or source external offerings, and select the appropriate delivery method, including leveraging AI.
- Build leadership and functional development solutions that strengthen employee effectiveness, high-potential development, succession, talent mobility, engagement and retention.
- Facilitate learning sessions and prepare, certify or coach facilitators from HR and the business.
- Analyze practices, processes, standards, KPIs and outcomes to continuously improve consistency, efficiency, impact and return on investment.
- Stay ahead of emerging trends and best practices, both internal and external, bringing outside-in insight to create engaging, best-in-class leadership development for the organization.
- Lead or contribute to regional and global projects and perform other duties as assigned.
Now Requirements:
Requirements
Demonstrated knowledge of adult learning principles, instructional design, training assessment and program evaluation.
Knowledge of talent management and organizational development strategies and practices, including leadership development, career development and succession planning.
Experience using leadership and development assessment tools, such as 360-degree feedback.
Familiarity with the DISC® behavioral assessment, the Korn Ferry® competency model and coaching methodology is a plus.
Strong business acumen, including the ability to understand strategic business drivers, develop a compelling business case and consider value, impact and return on investment.
Strong analytical and problem-solving capability, with the ability to identify issues, gather information, establish fact-based conclusions and formulate practical solutions.
Agile, curious and creative thinker with a growth mindset, sound judgment and the confidence to challenge the status quo while navigating ambiguity and multiple priorities in a fast-paced, complex environment.
Organizationally savvy and diplomatic, with the professional gravitas to guide high-stakes discussions, earn respect and build trusted relationships with peers and stakeholders across the company.
Skilled at reading people and culture and clearly influencing and articulating recommendations and data to HR colleagues, senior leaders and employees.
But we could also list as . The instruction: use - for any list of duties/requirements/benefits. So we should convert requirements to list.
Thus:
Requirements
- Demonstrated knowledge of adult learning principles, instructional design, training assessment and program evaluation.
- Knowledge of talent management and organizational development strategies and practices, including leadership development, career development and succession planning.
- Experience using leadership and development assessment tools, such as 360-degree feedback.
- Familiarity with the DISC® behavioral assessment, the Korn Ferry® competency model and coaching methodology is a plus.
- Strong business acumen, including the ability to understand strategic business drivers, develop a compelling business case and consider value, impact and return on investment.
- Strong analytical and problem-solving capability, with the ability to identify issues, gather information, establish fact-based conclusions and formulate practical solutions.
- Agile, curious and creative thinker with a growth mindset, sound judgment and the confidence to challenge the status quo while navigating ambiguity and multiple priorities in a fast-paced, complex environment.
- Organizationally savvy and diplomatic, with the professional gravitas to guide high-stakes discussions, earn respect and build trusted relationships with peers and stakeholders across the company.
- Skilled at reading people and culture and clearly influencing and articulating recommendations and data to HR colleagues, senior leaders and employees.
Now Qualifications:
We have Work Experience, Education And Certification(s), Distinguishing Characteristics.
We could treat Qualifications as education and certification.
Thus:
Qualifications
- Typically 8+ years with bachelor's or equivalent.
- Bachelors degree or equivalent experience from which comparable knowledge and job skills can be obtained.
- Bilingual fluency in Spanish and English is required, with strong written and verbal communication skills in both languages.
- Confident presenting in virtual and live settings, from one-on-one conversations to large audiences.
- Proficiency with AI-enabled research and facilitation tools (e.g., Copilot), Workday Learning or a comparable LMS, Microsoft Teams, PowerPoint and Excel.
But note "Distinguishing Characteristics" includes bilingual fluency, presenting, proficiency with tools. So we can include those.
Now Skills: maybe we could separate specific skills like "Adult learning principles", "Instructional design", etc. But we already have those in Requirements. Could create Skills section for things like "AI-enabled research and facilitation tools", "Workday Learning", "Microsoft Teams", "PowerPoint", "Excel". But we already included those in Qualifications. Might be redundant. Better to have Skills for technical proficiencies.
Let's decide: Requirements: core competencies (knowledge, abilities). Qualifications: education, experience, certifications. Skills: specific tools and language proficiency.
Thus:
Skills
- Bilingual fluency in Spanish and English (required).
- Confident presenting in virtual and live settings, from one-on-one conversations to large audiences.
- Proficiency with AI-enabled research and facilitation tools (e.g., Copilot).
- Proficiency with Workday Learning or a comparable LMS.
- Proficiency with Microsoft Teams, PowerPoint and Excel.
Now Benefits:
Benefits
- Generous Paid Time Off
- 401K and Pension Plan
- Paid Holidays
- Family Support (Paid Leave, Surrogacy, Adoption)
- Medical, Dental, Vision, and Life Insurance
- Long-term and Short-term Disability Insurance
- Health Savings Account / Flexible Spending Account
- Education Assistance
- Employee Development Resources
- Employee Wellness, Leadership Development and Mentorship Programs
We should note that benefits may vary depending on nature of employment; but that's a qualifier; we can include as a note in prose after list? The instruction: do not include filler like "may vary". But it's substantive? It's a note. Could include as a after list:
Benefits listed above may vary depending on the nature of your employment with Avnet.
That's not filler; it's a qualifier. It's okay.
Now we must ensure we didn't include Pay or Schedule sections.
We must not include any boilerplate like EEO, accommodation contact, legal statements. Remove them.
Now output only HTML fragment.
Check for any duplicated content: we have "Job Summary" repeated? We incorporated into About the role.
Check that we didn't miss any substantive info: The "Who We Are" paragraph is included. The "Job Summary" is included. The responsibilities list is complete. The Job Level Specifications list is included as Requirements. Work Experience, Education And Certification(s), Distinguishing Characteristics split into Qualifications and Skills. The "What We Offer" benefits list is included.
We omitted the line: "The above statements are intended to describe the general nature and level of work being performed. They
for prose. We need to preserve all substantive info, remove boilerplate like EEO, legal, application instructions, cookie/navigation. Also remove duplicated lines. We need to decide which content goes where. "Who We Are" could be considered "About the role"? Actually "About the role" is more about the job itself. "Who We Are" is company overview. Could be placed under "About the role"? The instruction: use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have an "About the role" section that includes company overview and job summary. Or we could split: "About the role" for job summary, and maybe we don't have a separate "About the company". But we need to preserve all substantive info. So we can include company overview in About the role.
Job Summary: we can put under About the role as prose.
Responsibilities: list of duties.
Requirements/Qualifications/Skills: we have Job Level Specifications (knowledge, skills, abilities), Work Experience, Education And Certification(s), Distinguishing Characteristics. These map to Requirements, Qualifications, Skills. We need to decide how to split. Could combine into Requirements (experience, education), Qualifications (certifications), Skills (specific skills). But we must not create empty sections. We'll include all three if we have content.
Benefits: we have "What We Offer" with list of benefits.
We must not include Pay or Schedule.
We must not include boilerplate like EEO, accommodation contact, etc.
We must remove duplicated lines.
Now craft HTML.
Structure:
About the role
Who We Are At Avnet, relationships matter. We are a global, FORTUNE® 500 technology distributor and solutions company that delivers design, supply chain and logistics expertise to customers at every stage of a product’s lifecycle. Our employees have a front row seat to the latest innovations shaping the world we live in and the future we share. We’re driven to help our customers around the world succeed and we do so by earning the trust of some of the biggest names in technology. Working at Avnet means being a part of a global team. We work collaboratively and with integrity, doing business the right way. For more than a century, we have partnered together to help our customers, suppliers and teammates realize the transformative possibilities of technology. Experience what’s next at Avnet!
Job Summary Are you a strategic learning professional ready to shape how Avnet grows its people? This open role sits within our global Talent Center of Expertise (COE), driving learning and development (L&D) initiatives across the U.S., Mexico and Canada (Americas region) while contributing to broader global priorities. You will join a team dedicated to building organizational capability, strengthening leadership effectiveness and embedding a culture of continuous learning, in close partnership with the wider HR organization and the business. We are looking for a credible, trusted consultant: someone who can diagnose organizational needs, translate business priorities into practical learning solutions, and engage and influence stakeholders at every level, from frontline employees to peers and senior leaders.
But note we have duplicated "Job Summary" phrase; we can incorporate. Better: combine into one paragraph. Now Responsibilities:Responsibilities
- Partner with HR, business leaders and COE colleagues to assess current and future capability needs, analyze data and/or skill gaps, and translate business and talent priorities into practical learning and organizational development solutions.
- Own the design, development, delivery and evaluation of learning programs and experiences, including compliance training and other mandated curriculum, new hire onboarding, employee upskilling, leadership development, career pathing, performance management and related culture initiatives, using adult learning and instructional design principles across e-learning, virtual and in-person formats.
- Manage program and curriculum governance, ensuring all content stays current, relevant, compliant and high quality.
- Evaluate and determine whether to use existing curricula, develop new content or source external offerings, and select the appropriate delivery method, including leveraging AI.
- Build leadership and functional development solutions that strengthen employee effectiveness, high-potential development, succession, talent mobility, engagement and retention.
- Facilitate learning sessions and prepare, certify or coach facilitators from HR and the business.
- Analyze practices, processes, standards, KPIs and outcomes to continuously improve consistency, efficiency, impact and return on investment.
- Stay ahead of emerging trends and best practices, both internal and external, bringing outside-in insight to create engaging, best-in-class leadership development for the organization.
- Lead or contribute to regional and global projects and perform other duties as assigned.
Requirements
Demonstrated knowledge of adult learning principles, instructional design, training assessment and program evaluation.
Knowledge of talent management and organizational development strategies and practices, including leadership development, career development and succession planning.
Experience using leadership and development assessment tools, such as 360-degree feedback.
Familiarity with the DISC® behavioral assessment, the Korn Ferry® competency model and coaching methodology is a plus.
Strong business acumen, including the ability to understand strategic business drivers, develop a compelling business case and consider value, impact and return on investment.
Strong analytical and problem-solving capability, with the ability to identify issues, gather information, establish fact-based conclusions and formulate practical solutions.
Agile, curious and creative thinker with a growth mindset, sound judgment and the confidence to challenge the status quo while navigating ambiguity and multiple priorities in a fast-paced, complex environment.
Organizationally savvy and diplomatic, with the professional gravitas to guide high-stakes discussions, earn respect and build trusted relationships with peers and stakeholders across the company.
Skilled at reading people and culture and clearly influencing and articulating recommendations and data to HR colleagues, senior leaders and employees.
But we could also list as- . The instruction: use
- for any list of duties/requirements/benefits. So we should convert requirements to list.
Thus:
Requirements
- Demonstrated knowledge of adult learning principles, instructional design, training assessment and program evaluation.
- Knowledge of talent management and organizational development strategies and practices, including leadership development, career development and succession planning.
- Experience using leadership and development assessment tools, such as 360-degree feedback.
- Familiarity with the DISC® behavioral assessment, the Korn Ferry® competency model and coaching methodology is a plus.
- Strong business acumen, including the ability to understand strategic business drivers, develop a compelling business case and consider value, impact and return on investment.
- Strong analytical and problem-solving capability, with the ability to identify issues, gather information, establish fact-based conclusions and formulate practical solutions.
- Agile, curious and creative thinker with a growth mindset, sound judgment and the confidence to challenge the status quo while navigating ambiguity and multiple priorities in a fast-paced, complex environment.
- Organizationally savvy and diplomatic, with the professional gravitas to guide high-stakes discussions, earn respect and build trusted relationships with peers and stakeholders across the company.
- Skilled at reading people and culture and clearly influencing and articulating recommendations and data to HR colleagues, senior leaders and employees.
Qualifications
- Typically 8+ years with bachelor's or equivalent.
- Bachelors degree or equivalent experience from which comparable knowledge and job skills can be obtained.
- Bilingual fluency in Spanish and English is required, with strong written and verbal communication skills in both languages.
- Confident presenting in virtual and live settings, from one-on-one conversations to large audiences.
- Proficiency with AI-enabled research and facilitation tools (e.g., Copilot), Workday Learning or a comparable LMS, Microsoft Teams, PowerPoint and Excel.
Skills
- Bilingual fluency in Spanish and English (required).
- Confident presenting in virtual and live settings, from one-on-one conversations to large audiences.
- Proficiency with AI-enabled research and facilitation tools (e.g., Copilot).
- Proficiency with Workday Learning or a comparable LMS.
- Proficiency with Microsoft Teams, PowerPoint and Excel.
Benefits
- Generous Paid Time Off
- 401K and Pension Plan
- Paid Holidays
- Family Support (Paid Leave, Surrogacy, Adoption)
- Medical, Dental, Vision, and Life Insurance
- Long-term and Short-term Disability Insurance
- Health Savings Account / Flexible Spending Account
- Education Assistance
- Employee Development Resources
- Employee Wellness, Leadership Development and Mentorship Programs
after list:
Benefits listed above may vary depending on the nature of your employment with Avnet.
That's not filler; it's a qualifier. It's okay. Now we must ensure we didn't include Pay or Schedule sections. We must not include any boilerplate like EEO, accommodation contact, legal statements. Remove them. Now output only HTML fragment. Check for any duplicated content: we have "Job Summary" repeated? We incorporated into About the role. Check that we didn't miss any substantive info: The "Who We Are" paragraph is included. The "Job Summary" is included. The responsibilities list is complete. The Job Level Specifications list is included as Requirements. Work Experience, Education And Certification(s), Distinguishing Characteristics split into Qualifications and Skills. The "What We Offer" benefits list is included. We omitted the line: "The above statements are intended to describe the general nature and level of work being performed. They