DD&T Functional Learning Lead

About the Company

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.

About the Role

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.

Responsibilities

• 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.

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.