The Opportunity:

The Manager, Global Learning & Communications is responsible for leading the development, implementation, and continuous improvement of enterprise-wide Environmental, Health, Safety & Sustainability (EHS&S) learning, communications, engagement, and capability-building strategies. This role drives organizational effectiveness by establishing global learning frameworks, leadership development programs, employee engagement initiatives, and communication strategies that strengthen EHS&S performance and culture across the organization.

This role serves as a strategic EHS&S leadership position responsible for advancing EHS&S outcomes through learning, communications, competency development, and culture transformation initiatives that directly impact safety, environmental stewardship, health, sustainability performance, regulatory compliance, risk reduction, and operational excellence. Success in this role requires deep EHS&S functional expertise to develop and execute programs that strengthen organizational capability and support the long-term EHS&S strategic agenda across the enterprise.

Working closely with business leaders, Human Resources, Operations, Corporate Communications, and regional EHS&S teams, the incumbent develops scalable global programs that enhance employee competency, leadership accountability, organizational learning, and workforce engagement. The position plays a critical role in fostering a culture where EHS&S excellence is integrated into daily operations and business decision-making worldwide.

MAJOR JOB DUTIES AND RESPONSIBILITIES (List in order of importance)

Global Learning Strategy & Capability Development

• Develop, implement, and continuously enhance the global EHS&S learning and development strategy.
• Establish enterprise-wide competency models, capability frameworks, and role-based learning requirements.
• Design and maintain structured curricula to support technical, professional, and leadership development needs.
• Ensure learning programs align with organizational goals, regulatory requirements, and operational priorities.
• Drive continuous learning initiatives that improve workforce capability and business performance.

Leadership Development Programs

• Design, implement, and evaluate leadership development programs that strengthen EHS&S leadership capability.
• Partner with business leaders and HR to identify leadership skill gaps and succession development needs.
• Facilitate leadership workshops, training sessions, and development activities that build accountability and engagement.
• Promote leadership behaviors that reinforce EHS&S excellence and organizational values.

Communications Strategy & Employee Engagement

• Develop and execute comprehensive global EHS&S communication strategies.
• Lead awareness campaigns that reinforce organizational priorities, performance expectations, and key initiatives.
• Create communication standards and governance practices that ensure consistency of messaging across regions and business units.
• Enhance employee engagement through targeted communication programs, recognition initiatives, and culture-building activities.
• Support executive communications related to EHS&S strategy, performance, accomplishments, and organizational goals.

Culture Transformation & Organizational Effectiveness

• Develop methodologies and assessment tools to measure EHS&S culture maturity and organizational effectiveness.
• Lead initiatives that promote cultural transformation, employee accountability, and continuous improvement.
• Analyze engagement, culture, and behavioral data to identify improvement opportunities.
• Recommend and implement actions that strengthen organizational culture and employee commitment.

Knowledge Management & Organizational Learning

• Establish systems and processes that facilitate knowledge sharing, lessons learned, and best-practice dissemination.
• Support enterprise-wide organizational learning initiatives through collaboration platforms and communication channels.
• Ensure critical knowledge and capabilities are captured and shared across global operations.
• Promote innovation and continuous improvement through learning communities and collaborative networks.

Stakeholder Partnership & Cross-Functional Collaboration

• Collaborate closely with HR, Operations, Communications, and EHS&S leaders to integrate EHS&S competencies and capability requirements into talent management processes, while maintaining ownership and accountability for EHS&S learning, communications, engagement, and competency programs within the EHS&S function. HR serves as a key stakeholder and enabling partner in support of EHS&S business objectives.
• Serve as a strategic advisor to senior leaders regarding learning effectiveness, culture development, and communication initiatives.
• Build strong partnerships with regional and global stakeholders to ensure successful program implementation and adoption.
• Lead cross-functional project teams and enterprise initiatives as assigned.

Program Governance, Measurement & Continuous Improvement

• Establish performance metrics, dashboards, and reporting mechanisms to evaluate learning, engagement, and communication effectiveness.
• Monitor program outcomes using analytics, participant feedback, and business performance indicators.
• Develop recommendations for continuous improvement based on data-driven insights.
• Manage project timelines, resources, budgets, and implementation plans to achieve organizational objectives.

QUALIFICATIONS (Education/Training, Experience and/or Certifications)

Education / Training

• Bachelor's degree in Organizational Development, Human Resources, Communications, Business Administration, Education, Learning & Development, or a related field required.
• Master's degree in Organizational Development, Human Resources, Business Administration, Communications, Education, or related discipline preferred.

Experience

• Minimum of 8-12 years of progressive experience in learning and development, organizational development, communications, change management, EHS&S, or related professional disciplines.
• Minimum of 5 years of leadership experience managing enterprise-wide or multi-site programs.
• Demonstrated experience designing, implementing, and evaluating large-scale learning and development programs.
• Experience leading employee engagement, culture transformation, or organizational communication initiatives.
• Experience influencing senior leaders and managing stakeholder relationships across multiple functions and geographic regions.
• Experience supporting global organizations preferred.
• Experience within manufacturing, life sciences, pharmaceutical, chemical, industrial, or similarly regulated environments preferred.

Certifications

Preferred:

• Certified Professional in Learning and Performance (CPLP) or equivalent ATD certification
• Prosci Change Management Certification
• Lean Certification
• Six Sigma Certification
• Other organizational development, training, communications, or project management credentials

KNOWLEDGE, SKILLS AND ABILITIES (Those necessary to perform the job competently)

Knowledge

• Organizational learning and development principles.
• Adult learning theory and instructional design methodologies.
• Leadership development frameworks.
• Change management methodologies and organizational effectiveness practices.
• Strategic communications and employee engagement principles.
• EHS&S concepts and organizational culture development.
• Talent development and competency management processes.
• Performance measurement and learning analytics.
• Strong knowledge of EHS&S regulations, compliance requirements, risk management principles, operational processes, and competency-based performance improvement methodologies.

Skills

• Strategic planning and execution.
• Facilitation and presentation skills.
• Executive-level written and verbal communication.
• Curriculum and program design.
• Stakeholder management and relationship building.
• Project and program management.
• Data analysis and reporting.
• Communication campaign development.
• Training needs assessment and gap analysis.
• Learning Management System (LMS) administration and digital learning technologies.

Abilities

• Ability to influence and gain commitment from senior leaders and diverse stakeholder groups.
• Ability to lead complex global initiatives across multiple functions and regions.
• Ability to translate strategic objectives into practical learning and communication solutions.
• Ability to manage multiple priorities and deadlines simultaneously.
• Ability to analyze data and develop actionable recommendations.
• Ability to facilitate organizational change and drive adoption of new initiatives.
• Ability to work independently while collaborating effectively across teams.
• Ability to foster a culture of continuous improvement, engagement, and accountability.

ENVIRONMENTAL WORKING CONDITIONS & PHYSICAL EFFORT (Under Typical Positions)

Working Conditions

• Work is primarily performed in an office, corporate, home-office, or virtual work environment.
• Frequent interaction and collaboration with leaders, employees, vendors, and business partners globally.
• Significant use of computers, virtual meeting platforms, and communication technologies.
• Exposure to a fast-paced environment requiring management of multiple concurrent projects and deadlines.
• Occasional participation in site visits, workshops, training sessions, and leadership meetings.

Physical Effort

• Ability to sit for prolonged periods while using a computer and other office equipment.
• Frequent verbal communication and presentation activities.
• Occasional standing and movement during facilitation, training, and meetings.
• Ability to travel domestically and internationally as business needs require.

#LI-Remote

Disclaimer:

The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees assigned to this position. Avantor is proud to be an equal opportunity employer.

Why Avantor?

Dare to go further in your career. Join our global team of 14,000+ associates whose passion for discovery and determination to overcome challenges relentlessly advances life-changing science.
 
The work we do changes people's lives for the better. It brings new patient treatments and therapies to market, giving a cancer survivor the chance to walk his daughter down the aisle. It enables medical devices that help a little boy hear his mom's voice for the first time. Outcomes such as these create unlimited opportunities for you to contribute your talents, learn new skills and grow your career at Avantor.
 
We are committed to helping you on this journey through our diverse, equitable and inclusive culture which includes learning experiences to support your career growth and success. At Avantor, dare to go further and see how the impact of your contributions set science in motion to create a better world. Apply today!

Pay Transparency:

The expected pre-tax pay for this position is

Actual pay may differ depending on relevant factors such as prior experience and geographic location.

EEO Statement:

We are an Equal Employment/Affirmative Action employer and VEVRAA Federal Contractor. We do not discriminate in hiring on the basis of sex, gender identity, sexual orientation, race, color, religious creed, national origin, physical or mental disability, protected Veteran status, or any other characteristic protected by federal, state/province, or local law.

If you need a reasonable accommodation for any part of the employment process, please contact us by email at recruiting@avantorsciences.com and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address.

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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.

Avantor offers a comprehensive benefits package including medical, dental, and vision coverage, wellness programs, health savings and flexible spending accounts, a 401(k) plan with company match, and an employee stock purchase program. Employees also receive 11 paid holidays, accrue 18 PTO days annually, are eligible for volunteer time off and 6 weeks of 100% paid parental leave (except in states that offer paid family leave). These benefits may not apply to employees covered by a collective bargaining agreement or those subject to other eligibility rules.