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 the defined strategy and follow documented methodologies.

• 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.

• 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.

• 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 (e‑learning, 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).

• 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.

• 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.
• Co‑create integrated learning pathways that blend DD&T functional and technical content, and enterprise leadership and professional skills.
• Align on common success metrics and reporting with Global Learning (e.g., utilization, completion, impact on performance, talent outcomes).

• 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.
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