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 strategicobjectives.

• Set and oversee governance mechanisms to ensure learning plansremaincurrent,risk based, and valuedriven.

Mandatory andRole BasedTraining

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

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

• Ensure training assignment logic in the LMS is fit-for-purpose forDD&Trole 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 ofDD&TFunctional Learning Solutions

• Lead the design and deployment ofhighimpactfunctional learning programs (e.g., onboarding,digital academy,AI Activator program,role transitions) tailored toDD&Tneeds.

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

• Integrateonthejoblearning, 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 technicalexpertiseis 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).

• EnsureDD&Temployees and leaders are actively accessing and applying relevant Global Learning programs rather than duplicating or recreating similar content withinDD&T.

• Cocreate integrated learning pathways that blend:

• DD&Tfunctional 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 withDD&TLeaders and key functional heads to ensure learning priorities directly support strategicobjectives.

• Communicate a clear, compelling vision forDD&Tlearning, emphasizing the balance between functionalexpertise, compliance, andgrowthorientedleadership capabilities.

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

Operations, Data, and Technology Enablement

• Oversee theDD&Tlearning operations model, including content lifecycle management,cataloggovernance, scheduling, vendor/partner management, and budget.

• Partner with Global Learning,Digital Dexterity, and HR tooptimizethe 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 toproficiency, training effectiveness, compliance rates, inspection readiness).

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

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 theirexpertiseand 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:

• Proventrack recordof 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.  

• Deepexpertisein 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.  

• Proficiencyin 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

• Deepexpertisein 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 andadvisesothers.

• 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, leadingevaluationsand 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, youpossesscomprehensiveexpertisein your discipline and broad knowledge across related areas. 

• Excel atanticipatinginternal/external challenges, recommending improvements, and providing leadership and consultativeexpertisefor a specific business,regionor function.

• Experience interacting with senior leaders.

• Experienceoperatingindependently, 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’sdegree or PhD preferred. Minimumof  8years of experience in related field, with a focus on technology or data-driven environments.with at least 5 years in a leadership role.