Manager, Learning and Development

 ROLE SUMMARY 

 
The Manager, Learning and Development, is a new and pivotal role for the organization, dedicated to driving the growth and development of Pfizer teams. This role is responsible for leading innovative learning and development initiatives within the Focus Factory, ensuring alignment with the site Learning and Development strategy and collaborating closely with the Learning and Development Center of Excellence. 

As the L&D leader within the Focus Factory, you will be at the forefront of strategic planning, designing, and implementing cutting-edge learning and training programs that enhance employee skills, knowledge, and capabilities, in addition to growth and development. Your efforts will directly contribute to the continuous improvement of our learning and development practices, fostering a culture of growth and excellence. 

You will work with cross-functional teams to ensure that our training, development, and learning initiatives are aligned with organizational goals, driving both individual and collective success. Reporting directly to the Sr. Manager, Learning and Development within the Strategy and Operational Excellence organization, you will play a crucial role in shaping the future of our workforce, ensuring that our employees are equipped with the tools and knowledge they need to excel. 

It is your dedication and hard work that will make it possible for Pfizer’s customers and patients to receive the medicines they need, when they need them.   

ROLE RESPONSIBILITIES  

• Lead and manage L&D colleagues. 

• Develop and govern Focus Factory -specific L&D strategy and innovation. 

• Develop Focus Factory specific curricula and L&D plans/goals. 

• Design Focus Factory specific training/L&D programs and track site metrics. 

• Lead site continuous improvement projects and L&D innovation. 

• Influence site L&D strategy and governance. 

• Manage Focus Factory L&D budget and set L&D goals. 

• Own L&D and support Focus Factory curricula development and training planning/scheduling. 

• Build L&D colleague capability and ensure training compliance. 

• Provide on-the-floor coaching and support onboarding/offboarding processes. 

• Develop and manage/support cross-training matrix and processes. 

• Conduct training risk assessments and support development plans. 

• Act as change agents and manage change initiatives. 

• Facilitate job shadowing and apprenticeship programs. 

• Manage knowledge management (KM). 

• Approve training/coaching attendance and completion forms (SOJT, etc.), curriculum updates, change controls, exceptions, and colleague-related requests (cont. ed, vacations, expense reports, etc.). 

• Support investigations and