Talent & Capability Development Lead

About the role

Design and execute enterprise talent- and capability-development strategies that build future-ready leaders, accelerate critical and AI-era skills, and strengthen Hexion’s internal talent pipelines. Partner with HR Business Partners and functional leaders to translate business priorities into engaging learning, career-development, and high-potential programs that grow organizational capability and readiness.

Responsibilities

• Learning & Talent Development
  • Design and facilitate enterprise learning experiences, including manager/leader development, monthly employee development sessions, career workshops, orientation, and capability cohorts.
  • Build scalable blended learning journeys, pathways, toolkits, facilitator guides, and reinforcement resources using instructional design and adult-learning principles.
  • Provide instructional-design consultation and content development across corporate functions.
  • Design inclusive, accessible learning formats that reach both desk-based and frontline populations.
• Capability Building & Future Skills
  • Assess enterprise capability needs in partnership with functional leaders and run cohort-based programs that close critical skill gaps.
  • Lead AI-fluency and future-skills enablement, embedding AI capability across the workforce.
• Program Activation & Adoption
  • Own activation plans and drive adoption for learning ecosystem investments, including FranklinCovey Impact Platform, career ownership resources, program graduate recognition, AI learning and manager development resources.
  • Create feedback loops and continuously improve programs based on participation, utilization, learner feedback, and business priorities.
• Talent & Career Development Processes
  • Support talent reviews, succession, and high-potential identification and development.
  • Own career development (Career Compass), internal mobility, and individual development plans (IDPs).
  • Support high-potential and early-talent programs.
• Partnership, Program Management & Measurement
  • Partner with HRBPs and business leaders on capability planning and workforce readiness.
  • Define learning-effectiveness and talent metrics; manage delivery and report on impact.
  • Lead change enablement, communications, and adoption planning for new learning, career, and AI programs; track participation equity in reporting.
  • Manage LMS/SuccessFactors operations, intake, issue logs, standard reports, badge administration, and dashboard follow-up.

Success Measures (First 12–18 Months)

• FranklinCovey/manager-development activation system live: new-manager licensing, monthly promotion, curated paths, post-workshop reinforcement, and quarterly utilization reporting in place.
• Career Compass and IDP adoption activated: enterprise campaign, workshops, manager toolkits, and adoption reporting launched; 75% of eligible employees reached.
• AI learning pathways launched for priority audiences; 70% completion and 50% reporting active workplace use at 90 days.
• Talent pipeline follow-through cadence established: STM/succession/HiPo actions tracked with HRBPs, quarterly dashboard reviews, and documented development actions for priority talent pools.
• Learning operations dashboard live: SuccessFactors standard reports, badge administration, intake/issue log, participation, utilization, completion, and impact reporting available to L&D/HR leaders.
• Scalable development experiences in place for monthly employee sessions, new manager journey, orientation follow-up, competencies/performance enablement, and career workshops with ≥4.3/5 satisfaction.

Minimum Qualifications

• 7+ years in talent development / learning & development, spanning program design, facilitation, and talent processes.
• Hands-on instructional design and eLearning development with digital authoring tools (e.g., Articulate, Storyline, Rise).
• Experience with talent-management processes — succession, high-potential, career development, and performance — ideally in a matrixed, global organization.
• Proven facilitation of leadership and manager-development programs for diverse audiences.
• Change management and adoption experience on enterprise HR or learning rollouts, including stakeholder communications.
• Track record designing development that is inclusive and equitably accessible across varied roles, sites, and geographies.

Attributes

• Strong designer-facilitator who turns business needs into engaging, scalable learning.
• Consultative partner who builds trust and credibility with HRBPs and senior leaders.
• Comfortable building programs from the ground up in a dynamic environment.
• Curious and current on AI, future skills, and modern learning technology.
• Change agent and inclusion champion who drives adoption and equitable access to opportunity.

Preferred Qualifications

• Experience partnering with HR Business Partners and leaders on capability planning.
• Certifications in instructional design, adult learning, coaching, or talent (e.g., ATD APTD/CPTD, DDI, Korn Ferry).
• Familiarity with LMS platforms, learning analytics, and AI-enabled learning tools, and talent assessments (ex: CliftonStrengths, Predictive Index).
• Change-management certification (e.g., Prosci / ADKAR) and experience with DEI or inclusive-leadership program design.