Design Development Lead Jobs in Ohio (NOW HIRING)

Imagine Everything. Build the Future with Hexion.

At Hexion, we push boundaries, rethink possibilities, and create real impact.We activate science to deliver progress—developing breakthrough solutions that strengthen industries, protect communities, and drive a more sustainable future.

This is where bold thinkers, problem-solvers, and innovators come together to shape what’s next.Whether you're engineering advanced materials, transforming manufacturing technologies, or leading strategic innovation, your ideas and actions leave a lasting mark. We cultivate an inclusive culture of growth, collaboration, and accountability, ensuring every contribution propels us forward.

We don’t follow the status quo—we challenge it, disrupt it, and improve it.Every role at Hexion is part of something bigger.

We invest in innovation, sustainability, and continuous development—equipping you with the tools, training, and opportunities to excel.With an unwavering commitment to safety, partnership, belonging, and impact, we empower you to lead change and strengthen industries worldwide.

Your Future Starts Here.

If you’re ready topush limits, reimagine what’s possible, and create the extraordinary,Hexion is where you belong.

Anything is possible when you imagine everything.

Role Mission:

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

Key Responsibilities

Learning & Talent Development Design & Facilitation

• 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 designand 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 ownershipresources, 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.
• 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 inreporting.
• 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-workshopreinforcement, 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

Experience:

• 7+ years in talent development / learning & development, spanningprogram design, facilitation, and talent processes.
• Hands-on instructional design and eLearning development with digitalauthoring 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 fordiverse audiences.
• Change management and adoption experience on enterprise HR or learningrollouts, including stakeholder communications.
• Track record designing development that is inclusive and equitablyaccessible across varied roles, sites, and geographies.

Attributes:

• Strong designer-facilitator who turns business needs into engaging, scalablelearning.
• Consultative partner who builds trust and credibility with HRBPs and seniorleaders.
• Comfortable building programs from the ground up in a dynamicenvironment.
• Curious and current on AI, future skills, and modern learning technology.
• Change agent and inclusion champion who drives adoption and equitableaccess 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.

Other

We are an Equal Opportunity, Affirmsitative Action employer. All qualified applicants will receive consideration for employment without regard to gender, pregnancy, race, national origin, religion, age, sexual orientation, gender identity, veteran or military status, status as a qualified individual with a disability or any other characteristic protected by law.

Nearest Major Market: Columbus Nearest Secondary Market: Dublin