Director, Organization Development & Learning

Eisai•Nutley, NJ

1d•$196,200 - $257,500•Hybrid

About The Position

The Director, Organization Development & Learning serves as a strategic partner to the business, diagnosing complex organizational challenges and designing integrated solutions that drive culture, leadership capability, and organizational effectiveness. This role combines strong consulting, project management, and solution design capabilities to lead enterprise-wide initiatives from concept through execution. The Director will leverage data, behavioral science, and emerging technologies including AI to enhance learning, accelerate talent development, and deliver measurable business impact. This role directly supports Eisai’s business objectives by growing a value-based, high performing culture, accelerating the development of talent, building a strong pipeline of future leaders, and driving an engaged and committed workforce.

Requirements

Strong consulting and diagnostic capability with the ability to analyze complex organizational challenges and translate insights into actionable solutions
Advanced project and program management skills, including managing multiple large-scale initiatives simultaneously
Excellent interpersonal and influencing skills with demonstrated executive presence
Strong facilitation skills, particularly with senior leaders and intact teams
Strategic thinking combined with pragmatic execution
Strong communication skills (written and verbal) with ability to simplify complex concepts
Business acumen and organizational savvy
Ability to operate effectively in a highly matrixed environment
High level of accountability, ownership, and adaptability
Bachelor’s degree in HR, Organizational Development, Education, or related field
10+ years of progressive experience in organization development, talent management, learning, or related field
Proven experience diagnosing organizational challenges and delivering enterprise level solutions
Demonstrated ability to lead large scale, cross functional initiatives with significant business impact
Strong experience in project and program management across multiple concurrent initiatives
Experience designing and implementing leadership development and talent management strategies
Experience influencing and advising senior executives
Experience measuring effectiveness of learning and OD initiatives including Kirkpatrick’s Level 3 and Level 4 outcomes
Experience managing budgets, vendors, and external partners
Demonstrated competence to build and manage relationships across all levels of the organization
Bachelor's degree (Master's preferred) and 12+ years of relevant experience.
Communication & Cross-functional Influence
Critical Thinking & Business Agility
HR Citizenship
Mentoring/ People Development
OD & Learning Expertise
Vendor Management

Nice To Haves

Master’s degree in Organizational Development, Industrial Organizational Psychology, HRD, or related field strongly preferred
Experience leveraging AI or digital tools in learning, talent, or workforce analytics strongly preferred
Prior experience leading teams and developing talent preferred
Experience in Life Sciences industry preferred

Responsibilities

Lead enterprise level diagnostics using qualitative and quantitative data (interviews, focus groups, surveys, and organizational data) to identify root causes, systemic challenges, and strategic opportunities.
Apply systems thinking and consulting frameworks to distinguish between organizational, leadership, process, and capability gaps.
Translate business challenges into clear problem statements and actionable priorities.
Partner with senior leaders to shape solutions and guide decision making.
Translate diagnostic insights into integrated OD and learning solutions aligned to business strategy.
Design innovative, scalable interventions across leadership development, culture, talent, and organization effectiveness.
Lead large scale transformation initiatives and change management strategies to support adoption, behavior change and sustained business outcomes (e.g., org design, succession planning, talent reviews, performance management evolution).
Ensure solutions balance strategic rigor with speed, practicality, and business relevance.
Partner with HR Business Partners and business leaders to anticipate future workforce capability needs and build organizational readiness.
Continuously benchmark external trends and best practices to inform enterprise learning and organization effectiveness strategies.
Lead complex, multi-phase, enterprise-wide initiatives end to end, including scope definition, stakeholder alignment, timelines, risk management, and executive reporting.
Establish program governance, milestones, and success metrics across multiple concurrent initiatives.
Manage a portfolio of high visibility projects in a highly matrixed environment with competing priorities.
Ensure consistent delivery of high-quality outcomes.
Interpret organizational and talent data to generate actionable insights and executive recommendations.
Evaluate the effectiveness and business impact of enterprise initiatives through meaningful qualitative and quantitative measures aligned to strategic objectives (e.g., Engagement Survey results, reduced voluntary attrition, measurable cost savings, etc.).
Design and launch enterprise-wide learning strategies and programs aligned to business priorities.
Develop blended learning solutions grounded in adult learning theory and leadership development best practices.
Measure effectiveness and impact, including behavior change and business outcomes (Kirkpatrick Levels 3 and 4).
Continuously evaluate and evolve learning approaches to improve scalability and effectiveness.
Leverage AI and emerging technologies to enhance learning design, content development, personalization, and measurement.
Identify and pilot AI-enabled solutions (e.g., learning pilots, skills mapping, adaptive learning, knowledge agents).
Partner with HR, IT, and business leaders to integrate AI into talent, learning, and workforce systems.
Stay current on emerging trends and translate them into practical enterprise applications.
Facilitate high impact leadership sessions, team effectiveness engagements, and transformation initiatives.
Design and lead executive and team interventions that drive alignment, accountability, and performance.
Guide leaders through experiential learning and application of new capabilities.
Build strong, trusted relationships with business leaders and HR partners at all levels.
Communicate insights, recommendations, and progress with clarity and executive presence.
Influence decision making through data, expertise, and credibility.
Collaborate across functions to ensure alignment and sustained impact.