Learning Development Manager Visa Sponsorship Jobs in Ohio
Ohio's learning and development sector draws on a mix of major corporations, healthcare systems, and universities. Employers like Nationwide Insurance, JPMorgan Chase, and Ohio State University have sponsored roles in talent development. Columbus, Cleveland, and Cincinnati are the primary hiring hubs for learning development manager positions with visa sponsorship.
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Get Access To All JobsINTRODUCTION
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.
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
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.
Our purpose at Avient Corporation is to be an innovator of materials solutions that help our customers succeed, while enabling a sustainable world.
Innovation goes far beyond materials science; it’s powered by the passion, creativity, and diverse expertise of 9,000 professionals worldwide. Whether you’re a finance wizard, a tech enthusiast, an operational powerhouse, an HR changemaker, or a trailblazer in materials development, you’ll find your place at Avient.
Join our global team and help shape the future with sustainable solutions that transform possibilities into realities. Your unique perspective could be the key to our next breakthrough!
We believe that all of our global employees are leaders and that the six most important behaviors for driving our strategy and culture are the same no matter if an employee is a leader of self, a leader of others, or a leader of the business.
By playing to win, acting customer centric, driving innovation and profitable growth, collaborating seamlessly across Avient, and motivating and inspiring and developing others and yourself you will accelerate your ability to achieve Avient’s strategic goals, to meet our customer needs, and to accomplish your career goals.
At Avient, we believe a wide variety of thoughts, ideas and backgrounds gives us the creativity to be successful in a rapidly changing world. In support of this, we stress equality of opportunity for all qualified individuals in accordance with applicable laws. Decisions on hiring, promotion, development, compensation or advancement are based solely on a person’s qualifications, abilities, experience and performance.
Avient is an equal opportunity employer. We maintain a policy of non-discrimination in providing equal employment to all qualified employees and candidates regardless of race, sex, sexual orientation, gender identity, age, color, religion, national origin, disability, genetic information, protected veteran’s status, or other legally protected classification in accordance with applicable federal, state and local law. If you need an accommodation because of a disability to complete an online application, please contact the Avient HR Team by emailing, ApplicationAccommodation@Avient.com.
INTRODUCTION
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.
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
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.
Our purpose at Avient Corporation is to be an innovator of materials solutions that help our customers succeed, while enabling a sustainable world.
Innovation goes far beyond materials science; it’s powered by the passion, creativity, and diverse expertise of 9,000 professionals worldwide. Whether you’re a finance wizard, a tech enthusiast, an operational powerhouse, an HR changemaker, or a trailblazer in materials development, you’ll find your place at Avient.
Join our global team and help shape the future with sustainable solutions that transform possibilities into realities. Your unique perspective could be the key to our next breakthrough!
We believe that all of our global employees are leaders and that the six most important behaviors for driving our strategy and culture are the same no matter if an employee is a leader of self, a leader of others, or a leader of the business.
By playing to win, acting customer centric, driving innovation and profitable growth, collaborating seamlessly across Avient, and motivating and inspiring and developing others and yourself you will accelerate your ability to achieve Avient’s strategic goals, to meet our customer needs, and to accomplish your career goals.
At Avient, we believe a wide variety of thoughts, ideas and backgrounds gives us the creativity to be successful in a rapidly changing world. In support of this, we stress equality of opportunity for all qualified individuals in accordance with applicable laws. Decisions on hiring, promotion, development, compensation or advancement are based solely on a person’s qualifications, abilities, experience and performance.
Avient is an equal opportunity employer. We maintain a policy of non-discrimination in providing equal employment to all qualified employees and candidates regardless of race, sex, sexual orientation, gender identity, age, color, religion, national origin, disability, genetic information, protected veteran’s status, or other legally protected classification in accordance with applicable federal, state and local law. If you need an accommodation because of a disability to complete an online application, please contact the Avient HR Team by emailing, ApplicationAccommodation@Avient.com.
Learning Development Manager Job Roles in Ohio
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Search Learning Development Manager Jobs in OhioLearning Development Manager Jobs in Ohio: Frequently Asked Questions
Which companies in Ohio sponsor visas for learning development managers?
Large Ohio-based employers with established HR and talent functions are the most common sponsors. These include Nationwide Insurance, Progressive Insurance, Huntington Bancshares, Cleveland Clinic, and Procter & Gamble's Cincinnati operations. Major technology and consulting firms with Ohio offices, such as Accenture and Deloitte, have also sponsored learning and development roles. Sponsorship is more common at enterprise-scale organizations with dedicated L&D departments.
Which visa types are most common for learning development manager roles in Ohio?
The H-1B is the most common visa category for learning development manager positions, as the role typically requires a bachelor's degree in education, human resources, organizational development, or a related field, qualifying it as a specialty occupation. Candidates with outstanding credentials may also pursue the O-1. Individuals already holding TN, L-1, or E-3 status through a qualifying employer can also hold this role under those categories.
Which cities in Ohio have the most learning development manager sponsorship jobs?
Columbus is the strongest market, driven by its concentration of insurance, financial services, and technology employers alongside Ohio State University. Cincinnati follows, with consumer goods and healthcare companies anchoring demand. Cleveland's large healthcare systems, including Cleveland Clinic and University Hospitals, generate steady L&D hiring. Smaller markets like Dayton and Akron have fewer openings but are worth monitoring for roles at manufacturing and logistics firms.
How to find learning development manager visa sponsorship jobs in Ohio?
Migrate Mate is built specifically for international candidates seeking visa sponsorship and lets you filter learning development manager roles by state, including Ohio. Rather than sorting through general job boards where sponsorship willingness is unclear, Migrate Mate surfaces employers with a track record of sponsoring international hires. Filtering by Ohio narrows results to Columbus, Cleveland, and Cincinnati, where most L&D sponsorship activity is concentrated.
Are there any Ohio-specific factors that affect visa sponsorship for learning development managers?
Ohio's H-1B prevailing wage requirements are set by the Department of Labor based on the metro area, so Columbus, Cleveland, and Cincinnati each have distinct wage levels that employers must meet. Ohio State University and other large universities create a pipeline of organizational development graduates, which can increase local competition. Employers in Ohio's healthcare and insurance sectors tend to have experienced immigration counsel in-house, making them more comfortable navigating sponsorship processes.
What is the prevailing wage for sponsored learning development manager jobs in Ohio?
U.S. employers sponsoring a visa must pay at least the prevailing wage, which is what workers in the same role, area, and experience level typically earn. The Department of Labor sets this rate to make sure companies aren't hiring foreign workers simply because they'd accept lower pay than a U.S. worker. It varies by job title, location, and experience. You can look up current prevailing wage rates for any occupation and location using the OFLC Wage Search page.
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