DD&T Functional Learning Lead

ACCOUNTABILITIES:

Functional Capability Strategy and Governance 

• Define the DD&T functional learning and capability strategy, in partnership with DD&T Leaders. 

• Prioritize capability build areas based on DD&T initiatives & needs, and DD&T strategic objectives. 

• Set and oversee governance mechanisms to ensure learning plans remain current, risk based, and value driven. 

Mandatory and Role Based Training 

• Own the strategy and operating model for mandatory training across DD&T, in close alignment with Global Quality, E&C, and HR. 

• Support the translation of regulatory, policy, and SOP requirements into clear, role specific curricula and training matrices. 

• Ensure training assignment logic in the LMS is fit-for-purpose for DD&T role architecture and accurately reflects functional responsibilities and risk profiles. 

• Oversee the design, deployment, and maintenance of mandatory training content (elearning, microlearning, virtual ILT, assessments) in collaboration with SMEs and following global standards. 

• Monitor training completion, effectiveness, and quality metrics; proactively address gaps, trends, and recurring findings (e.g., audit/inspection observations, CAPAs). 

• Drive continuous simplification of mandatory training (e.g., reduce duplication, optimize length and frequency, align content across functions where possible). 

Design and Delivery of DD&T Functional Learning Solutions 

• Lead the design and deployment of highimpact functional learning programs (e.g., onboarding, digital academy, AI Activator program, role transitions) tailored to DD&T needs. 

• Ensure instructional design standards and frameworks, adult learning principles, and digital learning approaches are consistently applied. 

• Integrate onthejob learning, coaching, and communities of practice to reinforce formal learning and accelerate capability development. 

• Partner with external providers, professional bodies, and consortia where specialized scientific or technical expertise is needed. 

Partnership with Global Learning  

• Provide clear DD&T input into the design and continuous improvement of enterprise learning offerings (e.g., leadership, core professional skills). 

• Ensure DD&T employees and leaders are actively accessing and applying relevant Global Learning programs rather than duplicating or recreating similar content within DD&T. 

• Cocreate integrated learning pathways that blend: 

• DD&T functional and technical content, and  

• enterprise leadership and professional skills (e.g., leading in a matrix, influencing, stakeholder management, project leadership). 

• Align on common success metrics and reporting with Global Learning (e.g., utilization, completion, impact on performance, talent outcomes). 

Stakeholder Management and Change Leadership 

• Build strong partnerships with DD&T Leaders and key functional heads to ensure learning priorities directly support strategic objectives. 

• Communicate a clear, compelling vision for DD&T learning, emphasizing the balance between functional expertise, compliance, and growth oriented leadership capabilities. 

• Lead change management for key learning initiatives, including stakeholder engagement, communications, and adoption plans. 

Operations, Data, and Technology Enablement 

• Oversee the DD&T learning operations model, including content lifecycle management, catalog governance, scheduling, vendor/partner management, and budget. 

• Partner with Global Learning, Digital Dexterity, and HR to optimize the use of learning technologies (LMS, LXP, content repositories, virtual classroom tools, analytics platforms) for R&D use cases. 

• Define and track key performance indicators for functional capability development and mandatory training (e.g., time to proficiency, training effectiveness, compliance rates, inspection readiness). 

• Use learning analytics and business outcome data to continuously refine learning strategies and demonstrate value. 

Team Leadership and Development  

• Lead and develop a high-performing global L&D team (6 – 8 team members), fostering a collaborative and innovative work environment.   

• Mentor and coach team members to build their expertise and support their career growth. 

• Manage budgets, resources, and vendor relationships to ensure efficient delivery of L&D programs 

EDUCATION, BEHAVIOURAL COMPETENCIES AND SKILLS:  

Skills and qualifications: 
 

• Proven track record of designing and implementing L&D strategies in a complex, global organization, preferably within the pharmaceutical, biotech, or life sciences industry.   

• Experience in DD&T environments, with an understanding of the unique learning needs of scientists, researchers, and technical professionals.   

• Experience with global, matrixed organizations and managing remote or hybrid teams.   

• Deep expertise in adult learning principles, instructional design, and learning technologies.   

• Strong knowledge of regulatory expectations, and implications for training design, assignment, and documentation. 

• Strong strategic thinking and ability to align L&D initiatives with business objectives.   

• Exceptional collaboration and stakeholder management skills, with the ability to influence senior leaders and cross-functional teams.   

• Proficiency in data analytics to measure learning outcomes and drive continuous improvement.  

• Familiarity with emerging trends in learning, such as AI, gamification, and personalized learning platforms.    

• Excellent communication, facilitation, and change leadership capabilities. 

• Passion for fostering a culture of lifelong learning and employee development.   

• Expert in crafting and delivering compelling presentations, mentoring others in effective communication strategies 

• Recognized authority in instructional design, shaping strategies and methodologies for high-impact instructional materials 

• Possesses expert-level writing skills, setting standards in language, structure, and content creation 

• Deep expertise in Adobe Captivate or other relevant technologies, coaching others in creating advanced eLearning materials 

• Provides strategic direction in e-learning development, innovating in digital educational materials creation 

• Expert in managing time efficiently, coaching others in this domain 

• Applies adult learning principles to enhance learning experiences and advises others. 

• Superior attention to detail, mentoring others to enhance their precision skills 

• Expert in troubleshooting, solving strategic problems and coaching others in methodical problem investigation 

• Recognized subject matter expert in training analysis, leading evaluations and crafting effective training programs 

• Thought leader in virtual training, guiding strategic direction and advanced techniques 

• Capable of designing strategic educational frameworks based on adult learning principles, mentoring others 

• Skilled in managing complex projects, using tools like Jira and Scrum to enhance project delivery 

• As a recognized expert within your business or function, you possess comprehensive expertise in your discipline and broad knowledge across related areas.  

• Excel at anticipating internal/external challenges, recommending improvements, and providing leadership and consultative expertise for a specific business, region or function. 

• Experience interacting with senior leaders. 

• Experience operating independently, and ability to provide guidance in the most complex situations, lead functional teams or projects, and serve as a best practice/quality resource. 

• Experienced in stakeholder management, influencing and directing others to achieve training goals. 

Essential Qualifications: 

• Bachelor’s degree in Human Resources, Organizational Development, Education, or a related field; Master’s degree or PhD preferred.  Minimum of  8 years of experience in related field, with a focus on technology or data-driven environments. with at least 5 years in a leadership role.