Sr. Manager, L&OD

Join UCT and be part of the fastest-growing sector in the world ! We indirectly touch every semiconductor chip that goes into every smartphone, smart car, and device that uses artificial intelligence. This is a critical time for the semiconductor industry and for UCT - as technology evolves, we evolve with it. UCT is a diverse workplace where every talented employee is committed to continuous innovation, challenging the status quo and exceeding customer expectations.

If you are a person with a relentless drive to succeed, a strong focus on quality with a passion for success –
join us today!

UCT is looking for a talented Sr Manager, L&OD to join us in Austin, TX!

The Senior Manager, Learning & Organizational Development is a senior individual contributor and enterprise practitioner who turns business strategy into stronger organization capability. This role partners with business leaders, HR Business Partners, site HR leaders and Learning & Organizational Development colleagues to diagnose organizational needs, design practical interventions and build leader and team capability across UCT’s global, matrixed manufacturing environment.

The role combines organization development, learning strategy, and disciplined execution. The successful candidate will move comfortably from executive consultation and organizational diagnosis to facilitation, program design and implementation. They will help leaders create clarity, strengthen operating effectiveness, navigate change, build talent pipelines, and establish repeatable practices that scale across regions while respecting local business needs.

• Enterprise solutions are globally aligned, locally usable and connected to measurable business outcomes.
• Leadership, succession and development practices reinforce the capabilities UCT needs for growth, operational excellence and a OneUCT culture.
• OD interventions create durable behavior and system changes, not one-time events.
• HRBPs and business leaders increasingly use common tools, language and decision frameworks to solve organizational issues.

• Build trusted advisory relationships with senior leaders and HRBPs; contract clearly on the business problem, desired outcomes, roles and measures of success.
• Use interviews, focus groups, surveys, workforce and talent data, observation and process review to diagnose root causes and distinguish organization, process, capability and leadership issues.
• Synthesize complex findings into clear recommendations, decision options and practical roadmaps.
• Maintain appropriate confidentiality, ethical judgment and professional boundaries in all consulting engagements.
• Design and facilitate leadership development experiences that connect enterprise expectations with real business challenges and on-the-job application.
• Enable talent reviews, calibration, succession planning and individual development planning through sound process design, facilitation and follow-through.
• Coach leaders and teams on development priorities; use qualified assessments and feedback tools
• Connect succession insights, capability gaps and business strategy to targeted development solutions, experiences and talent mobility opportunities.

• Conduct performance and capability analysis, then determine when learning is the right solution and when other organizational interventions are required.
• Design, develop, facilitate and continuously improve blended solutions using adult learning, instructional design and performance support principles.
• Partner with regional training managers, site learning resources and subject matter experts to scale standards, curricula and facilitator capability.
• Use enterprise learning technology and AI-enabled tools responsibly to improve access, personalization, workflow support and measurement.

• Lead a portfolio of OD and learning initiatives with clear scope, milestones, risks, resources, stakeholder plans and decision points.
• Define outcomes and evaluation plans at the start of each engagement; use qualitative and quantitative evidence to assess adoption, behavior change, organizational health and business impact.
• Provide concise updates and recommendations to senior stakeholders; surface dependencies and tradeoffs early.
• Manage vendors, external partners and assigned budgets in alignment with UCT standards and approved plans.
• Capture lessons learned and build internal practitioner capability through toolkits, consultation, facilitation and knowledge transfer.

• Advanced organization development practice, including consulting, diagnosis, intervention design, facilitation and evaluation.
• Strong business acumen and systems thinking; ability to connect people and organization decisions to customer, operational and financial outcomes.
• Exceptional facilitation and executive communication skills across in-person, virtual,…