Senior Director, Capability & Learning, Global Development Operations

Career Category

Job Description

Join Amgen’s Mission of Serving Patients

At Amgen, if you feel like you’re part of something bigger, it’s because you are. Our shared mission—to serve patients living with serious illnesses—drives all that we do.

Since 1980, we’ve helped pioneer the world of biotech in our fight against the world’s toughest diseases. With our focus on four therapeutic areas –Oncology, Inflammation, General Medicine, and Rare Disease– we reach millions of patients each year. Amgen is advancing a broad and deep pipeline of medicines to treat cancer, heart disease, inflammatory conditions, rare diseases, and obesity and obesity-related conditions. As a member of the Amgen team, you’ll help make a lasting impact on the lives of patients as we research, manufacture, and deliver innovative medicines to help people live longer, fuller happier lives.

Our award-winning culture is collaborative, innovative, and science based. If you have a passion for challenges and the opportunities that lay within them, you’ll thrive as part of the Amgen team. Join us and transform the lives of patients while transforming your career.

Senior Director, Capability & Learning, Global Development Operations

What you will do

Let’s do this. Let’s change the world. In this vital role you will establish and lead a new capability responsible for workforce capability strategy, competency model development, functional learning strategy, onboarding excellence, and workforce readiness across Global Development Operations. Working directly with GDO Vice Presidents, Associate Vice Presidents, and senior functional leaders, you will help define the critical capabilities required for future business success, establish role-based competency frameworks, and translate workforce capability requirements into targeted development strategies that improve organizational performance. You will serve as the strategic leader for capability architecture and learning governance across GDO, creating scalable approaches that connect business strategy, workforce capability needs, learning investments, onboarding experiences, and measurable performance outcomes.

Success in this role requires strong executive influence, organizational consulting expertise, systems thinking, and the ability to build and scale new capabilities in a highly matrixed and evolving environment.

Key responsibilities

• Lead GDO's workforce capability and learning strategy, partnering with senior leaders to identify the capabilities, skills, and proficiencies required to support organizational priorities, workforce performance, and future business needs.
• Establish and maintain GDO's competency and capability framework architecture, creating scalable approaches that support workforce planning, role readiness, career development, and long-term organizational effectiveness.
• Translate business strategy, organizational priorities, evolving operating models, emerging technologies, and workforce trends into multi-year capability development roadmaps that strengthen organizational performance and future readiness.
• Develop and oversee GDO's learning strategy, ensuring capability development investments are aligned to business objectives, role requirements, workforce needs, and measurable performance outcomes.
• Serve as the primary business owner for learning demand management, translating capability and business requirements into learning solutions while partnering with R&D Learning, GxP Learning, Quality, Human Resources, and external providers for curriculum development, content creation, and delivery.
• Establish effective governance, intake, prioritization, and partnership models that align business leaders, learning organizations, quality partners, and external providers around workforce capability and learning priorities.
• Establish and oversee GDO's onboarding and workforce readiness framework, ensuring role-based onboarding experiences, curriculum assignments, and readiness expectations are consistently implemented, monitored, and continuously improved across the organization.
• Modernize onboarding governance, learning operations, curriculum assignment processes, and training compliance monitoring to improve workforce readiness, learner experience, operational efficiency, and organizational visibility.
• Partner across learning, knowledge management, communications, and business functions to strengthen how critical knowledge is captured, shared, accessed, and applied, enabling employees to learn effectively in the flow of work.
• Assess the impact of emerging technologies, digital transformation, artificial intelligence, and evolving clinical development models on workforce capability requirements, translating insights into workforce development strate