Manager, Talent Development and Leadership

Celanese International Corporation•Irving, TX

13h

About The Position

Celanese is seeking an experienced Talent Development professional to lead the strategy and execution of enterprise development solutions that empower our employees and leaders to perform and grow. This role will design and deliver on end-to-end talent development strategy, including career pathways, behavioral expectations, competencies, and self‑service tools and resources, enabling employees to navigate careers, build capabilities, and access meaningful development opportunities with clarity and confidence. Positioned within the Talent and Organizational Effectiveness Center of Excellence, this Manager will translate enterprise strategy into intuitive, scalable development experiences and programs for a diverse, complex, global workforce.

Requirements

Bachelor’s degree required; advanced degree in HR, Organizational Development, or related field preferred.
8+ years of experience in talent development, talent management, or organizational effectiveness.
Proven experience within a centralized Talent or HR Center of Excellence supporting a global workforce, ideally in a manufacturing, industrial, or operational environment.
Demonstrated success designing, building and implementing scalable tools, frameworks, and platforms for broad employee populations, including consulting and working directly with HR Business Partners and leaders to translate complex business needs into practical, employee-facing solutions.
Familiarity with career architecture, competency modeling, and digital talent platforms.
Strong change management skills.
Data-driven approach to evaluating impact and improving user experience.
High-level content creation skills, both in a communication and training context.
Understanding of instructional design and adult learning strategies.
Ability to present information effectively to audiences of varying levels.
Able to manage multiple initiatives in a fast‑paced environment.
Systems thinker with a strong focus on usability and scale.
Employee‑centric and experience‑driven development mindset.
Strategic yet pragmatic; comfortable both directing and doing the work.
Comfortable operating in complexity and ambiguity.

Nice To Haves

Facilitation experience a plus.

Responsibilities

Define and lead an integrated employee development strategy that prioritizes employee enablement, transparency, and self-directed growth, aligned with business priorities.
Establish a clear development philosophy that balances employee ownership with manager and organizational accountability. Act as a visible advocate by socializing and building alignment, understanding and buy‑in across leaders, HRBPs, and employees.
Equip employees, leaders and HR Business Partners with tools and resources to support high-quality career and development experiences.
Create development solutions and content that meets the needs of a global workforce with a significant focus in manufacturing, including frontline, technical, commercial, and corporate populations. Ensure global consistency while enabling local relevance and ease of use across regions and cultures.
Establish enterprise standards and guidance for development planning that promote consistency while allowing individual choice and flexibility.
Lead the design and continuous improvement of employee- and manager-facing self-service development tools, resources, and guidance, including rollout planning.
Ensure employees can easily: Explore career paths and leadership and behavioral expectations. Understand and assess critical capabilities. Create and activate development plans.
Plan and execute campaigns that drive awareness, adoption, and sustained use of development tools and resources. Use feedback, data, and usage insights to refine tools and maximize value.
Design and maintain leadership, behavioral, and capability frameworks that clearly define “what good looks like” across roles and levels.
Translate frameworks into practical, consumable resources that employees and managers can readily apply in developmental conversations and planning.
Ensure alignment of development initiatives with talent processes such as performance management, succession planning, talent reviews, and learning offerings.
Design and oversee development programs that complement self‑service resources and support key career stages, leadership levels, and critical talent groups.
Ensure programs and resources work together as part of a cohesive development ecosystem, rather than stand‑alone offerings.
Lead program launches, positioning, and ongoing messaging to ensure programs are clearly understood, differentiated, and well‑adopted, measuring effectiveness through adoption, behavioral change, and business impact.