Head of Enterprise Learning & Training

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Job Description

OBJECTIVES/PURPOSE

The Vice President, Enterprise Learning & Training is the enterprise leader accountable for defining and executing the company’s learning strategy and training ecosystem across GxP and non‑GxP populations. The VP drives an enterprise-wide, outcomes-based learning portfolio using blended learning approaches and modern learning technologies, and establishes governance, measurement, and operating mechanisms that connect learning to performance, quality, and talent outcomes. Consistent with senior enterprise leadership expectations, this role provides leadership through multiple layers of leaders, shapes corporate learning policies, and influences senior executives in a complex, matrixed global organization.

ACCOUNTABILITIES

Enterprise Learning Strategy & Governance

• Define and execute an enterprise learning & training strategy aligned to corporate objectives and multi-year business priorities (pipeline execution, product launches, growth strategy, operating model evolution).
• Establish enterprise learning governance (e.g., steering forums, standards, decision rights, escalation paths), ensuring alignment across the enterprise
• Shape, implement, and continuously improve corporate learning policies and enterprise standards, including curriculum architecture, training documentation expectations, and role-based learning pathways.
• Increased enterprise capability maturity (role-based curricula adoption, leadership pipeline outcomes)
• Demonstrable learning value creation mindset (reduced time-to-competence, improved performance KPIs, improved adoption of new ways of working)

 Training GxP and non-GxP

• Ensure learning solutions meet GxP and non-GxP regulated training expectations, including inspection readiness, audit support, defensible training evidence/traceability, and strong training effectiveness indicators
• Set strategy for role-based GxP training and enterprise training controls
• Partners cross-functionally to proactively identify risk trends and strengthen training effectiveness in support of right-first-time behaviors and sustained compliance.
• Create scalable learning pathways that support both current performance and future-ready capabilities, embedding continuous learning across the enterprise.

 Learning Technology, Innovation & Blended Delivery

• Own the learning technology strategy and roadmap (e.g., LMS ecosystem, content platforms, analytics), ensuring a modern, user-centered learning experience and reliable reporting.
• Deploy blended learning modalities (digital learning, virtual instructor-led, in-person, simulations, scenario practice, coaching reinforcement) to drive application and retention.

Measurement, Effectiveness & Business Impact (ROI)

• Define enterprise standards for learning measurement and performance outcomes (e.g., proficiency, application, time-to-competence, compliance performance indicators, where applicable).
• Monitor program effectiveness; use insights to adjust strategies and investments, ensuring learning is tied to organizational goals and measurable impact.

DIMENSIONS AND ASPECTS

Technical/Functional (Line) Expertise

• Adult learning principles, performance consulting, and curriculum architecture
• Instructional design oversight (including regulated training considerations)
• Learning technology strategy (LMS ecosystem), digital content strategy, learning analytics
• Strong understanding of regulated training environments (GxP training governance, documentation, inspection readiness)
• Must possess the mindset of and be able to drive operational excellence

Leadership

• Enterprise-level thinking; sets multi-year strategy and aligns learning to business outcomes
• Influences senior leaders in a matrixed organization; strong stakeholder analysis and management
• Builds high-performing organizations and develops leaders; coaches through ambiguity and complexity
• Communicates complex technical/regulatory topics clearly to diverse audiences

Decision-making and Autonomy

• Data-driven decision-making; defines metrics, governance, and value creation approach

Interaction

• Engages and influences TET and L-1 leaders to align on enterprise learning strategy, governance, and investment decisions; regularly briefs executives on capability readiness and GxP training/inspection-readiness risk trends, escalating material issues with data-driven mitigation plans and measurable outcomes.
• Designs adoption strategies and integrates learning and change management for sustained behavior change across the enterprise

Innovation(

• Applies deep regulated-environment expertise (GxP training governance, documentation/traceability, inspection readiness, effectiveness indicators) to design learning that drives right-first-time behaviors and sustained compliance.
• Leads enterprise learning innovation through technology + blended modalities (LMS ecosystem/roadmap, content platforms, analytics; digital/virtual/in-person/simulations/coaching) to improve adoption, retention, and performance outcomes.
• Promotes knowledge sharing with measured, outcomes-based learning—sets standards for proficiency/application/time-to-competence and uses insights to adjust investments, balancing innovation with defensible compliance evidence and business impact.

Complexity

• Manages enterprise scope across regulated + non-regulated populations—accountable for a unified learning strategy and training ecosystem spanning GxP and non-GxP requirements, including audit/inspection support and training evidence.
• Operates in a highly matrixed, global business environment—aligns learning to multi-year priorities (pipeline execution, product launches, growth strategy, operating model evolution) while influencing senior leaders and governing decision rights/escalation paths.
• Navigates multi-stakeholder/cultural execution at scale—drives consistent role-based curricula and enterprise standards while partnering cross-functionally to detect risk trends and strengthen effectiveness across geographies and layers of leadership.

EDUCATION, BEHAVIOURAL COMPETENCIES AND SKILLS:

Education

• Bachelor’s degree in Life Sciences, Business, Human Resources, Education, Organizational Leadership, or related field required
• Master’s degree (e.g., MS, MBA, MEd) preferred

Experience

• 12+ years progressive experience in biopharma/pharma/biotech/healthcare with significant scope in enterprise learning, training, talent/capability
• 5+ years leading regional or global learning/training functions with multi-layer people leadership (leaders of leaders) or equivalent
• Demonstrated success building learning strategies across regulated (GxP) and non GxP environments
• Experience establishing learning governance, operating models, and scalable learning technologies/analytics
• Proven experience managing complex cross functional projects including learning and training integration activities across the enterprise

Leadership Behaviors

• Strategic enterprise thinking, finding innovative ways to serve patients build reputation and trust
• Creating the environment that helps inspire and enable people in the function
• Focusing on the few priorities and provide superior results, thus advancing the GSQ Roadmap
• Elevating capabilities for now and the future

Travel

• Regular international business travel required

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:

Lexington, MA

U.S. Base Salary Range:

$259,000.00 - $407,000.00

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.

Locations

Lexington, MACHE - Glattpark (Opfikon) - Zurich HQ, IRL - Dublin - Baggot Street

Worker Type

Employee

Worker Sub-Type

Regular

Time Type

Full time

Job Exempt

Yes

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