DD&T Functional Learning Lead

Job Description The DD&T Functional Learning Lead is responsible for defining and executing the end‑to‑end learning strategy for DD&T, aligned to Takeda's learning strategy. The lead will develop and maintain the learning ecosystem, designing and managing the delivery of learning experiences, and coaching others in these areas. This role supports the achievement of business outcomes by leveraging innovative learning tools, technologies, and methodologies. The lead will manage a team of DD&T Learning practitioners across the globe to execute against the defined strategy and following documented methodologies. Primary focus will include: Building and sustaining DD&T functional capabilities required to deliver the portfolio and meet evolving digital, and operational expectations. Ensuring effective, compliant, and efficient delivery of all mandatory and role based training across DD&T. Partnering closely with Global Learning to leverage enterprise learning strategies, platforms, and programs for leadership and professional skills, ensuring DD&T's needs are clearly represented and integrated. This role ensures that learning solutions are business driven, measurable, and aligned with both DD&T strategic priorities and Takeda wide learning frameworks. 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 high‑impact 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 on‑the‑job 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, Behavioral 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 e‑Learning 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 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 or 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. Takeda Compensation and Benefits Summary We understand compensation is an important factor as you consider the next step in your career. We are committed to equitable pay for all employees, and we strive to be more transparent with our pay practices. For Location: Cambridge, MA. U.S. Base Salary Range: $154,400.00 - $242,550.00. The estimated salary range reflects an anticipated range for this position. The actual base salary offered may depend on a variety of factors, including the qualifications of the individual applicant for the position, years of relevant experience, specific and unique skills, level of education attained, certifications or other professional licenses held, and the location in which the applicant lives and/or from which they will be performing the job. The actual base salary offered will be in accordance with state or local minimum wage requirements for the job location. U.S. based employees may be eligible for short‑term and/or long‑term incentives. U.S. based employees may be eligible to participate in medical, dental, vision insurance, a 401(k) plan and company match, short‑term and long‑term disability coverage, basic life insurance, a tuition reimbursement program, paid volunteer time off, company holidays, and well‑being benefits, among others. U.S. based employees are also eligible to receive, per calendar year, up to 80 hours of sick time, and new hires are eligible to accrue up to 120 hours of paid vacation. EEO Statement Takeda is proud in its commitment to creating a diverse workforce and providing equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, parental status, national origin, age, disability, citizenship status, genetic information or characteristics, marital status, status as a Vietnam era veteran, special disabled veteran, or other protected veteran in accordance with applicable federal, state and local laws, and any other characteristic protected by law. Note It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer that violates this law will be subject to criminal penalties and civil liability. #J-18808-Ljbffr JobRx, Inc.