Director, Non-GxP Training

The Director, Global Training, is a senior leader within the Learning Center of Excellence under Global Quality. This role is responsible for developing and executing global training strategies for non-GxP curricula (e.g., Commercial, Finance, HR, Legal, and other General & Administrative areas). The position ensures that learning programs drive business performance, compliance with corporate standards, and foster a culture of continuous development across the organization.

Key Responsibilities:

Strategic Leadership & Governance

• Define and lead the global non-GxP training strategy aligned with corporate objectives and quality principles.
• Establish governance frameworks for training compliance and operational excellence, including policies and SOPs.
• Serve as a key advisor to senior leadership on learning trends, capability-building strategies, and risk mitigation.

Program Development & Delivery

• Design and oversee non-GxP training programs for Commercial and G&A functions, ensuring relevance and scalability.
• Implement innovative learning solutions leveraging adult learning principles, digital platforms, and blended learning approaches.
• Ensure training content aligns with corporate standards and supports organizational priorities.

Stakeholder Engagement & Collaboration

• Partner with functional leaders, HR, and Quality to identify learning needs and align initiatives with business goals.
• Act as a trusted advisor to senior leadership on training effectiveness and workforce capability development.

Continuous Improvement & Analytics

• Define KPIs and leverage data analytics to measure training impact and drive enhancements.
• Stay current with industry best practices, emerging technologies, and evolving business needs to continuously improve learning programs.

Operational Oversight

• Collaborate with training operations teams to ensure efficient delivery and compliance tracking.
• Oversee vendor relationships for training services and technology solutions

Qualifications:

• Bachelor’s degree required; advanced degree in Life Sciences, Education, Organizational Development, or related field preferred.
• 10+ years in pharmaceutical or life sciences industry with significant experience designing and implementing global training programs for non-GxP functions.
• Proven track record in designing and implementing global training programs and managing cross-functional teams.
• Strong understanding of R&D functions and the regulatory landscape (GxP, ICH, FDA, EMA, etc.).
• Proven ability to design and deliver impactful learning programs using adult learning principles.
• Experience with learning technologies (e.g., LMS, virtual learning platforms) and data-driven training strategies.
• Excellent communication, collaboration, and stakeholder engagement skills.

Preferred Attributes:

• Strategic thinker with a passion for scientific learning and development.
• Agile and adaptable in a fast-paced, matrixed environment.
• Strong project management and organizational skills.
• Committed to fostering innovation, compliance, and continuous improvement through learning.

Competencies
Accountability for Results - Stay focused on key strategic objectives, be accountable for high standards of performance, and take an active role in leading change.
Strategic Thinking & Problem Solving - Make decisions considering the long-term impact to customers, patients, employees, and the business.
Patient & Customer Centricity - Maintain an ongoing focus on the needs of our customers and/or key stakeholders.
Impactful Communication - Communicate with logic, clarity, and respect. Influence at all levels to achieve the best results for Otsuka.
Respectful Collaboration - Seek and value others’ perspectives and strive for diverse partnerships to enhance work toward common goals.
Empowered Development - Play an active role in professional development as a business imperative.

Minimum $164,530.00 - Maximum $245,985.00, plus incentive opportunity: The range shown represents a typical pay range or starting pay for individuals who are hired in the role to perform in the United States. Other elements may be used to determine actual pay such as the candidate’s job experience, specific skills, and comparison to internal incumbents currently in role. Typically, actual pay will be positioned within the established range, rather than at its minimum or maximum. This information is provided to applicants in accorda