Senior Learning & Development Partner

Roche•South San Francisco, CA

13d•Onsite

About The Position

The Learning & Skill Development (LSD) organization is crucial for establishing a digital culture and providing essential skills and information to all Commercial and Medical Group (CMG) customers, including employees, managers, healthcare providers, and patients. LSD is actively transforming CMG into a continuous learning culture by pioneering advances in skills management, digital learning, experiential learning, and workflow learning. The LSD team is comprised of Learning Business Partners with deep business acumen and Learning Design Architects focused on perennial areas like medical and leadership development, as well as business transformation areas such as omnichannel and digital. These teams collaborate with Instructional Designers and multimedia partners to create best-in-class learning products. LSD scales these products using facilitators, learning technologists who embed learning near the work, and an analytics function that links skill development to CMG's business impact. The Opportunity The Sr Learning Business Partner (Sr LBP) is a key leadership role at Genentech, serving as a trusted partner to leaders and stakeholders within the Commercial and Medical Group (CMG). The LBP works to deliver an unparalleled learning experience by designing, developing, and delivering scalable learning products that help employees acquire the skills they need. This role is vital to transforming CMG into a continuous learning culture.

Requirements

Bachelor's degree
8 years of biotechnology or pharmaceutical experience
Proven ability to diagnose issues/needs and develop appropriate strategies and actions to address the needs
Strong consultation, presentation, interpersonal communication, written communication, and facilitation skills to be used with senior-level leadership and functional leadership teams, town halls, external events, and director-level meetings
Program and project management skills to lead and/or manage work across team/community, across the enterprise, or with key business stakeholders internally and externally
Proven ability to coach and provide feedback to leaders and key stakeholders to ensure ideas to move to execution
An excellent command of learning concepts and instructional design and delivery
The role requires an onsite presence at our South San Francisco Genentech Campus

Responsibilities

Continuously collect and synthesize business plans, strategy, and data to identify skills that employees need today and predict what the business needs next
Partner with LSD Analytics to measure the collective impact of learning and skill development against key business outcomes and metrics
Proactively share key learning operating metrics with business stakeholders through standard monthly or quarterly business reviews (MBR, QBR). Collect feedback from customers and provide insights into Learning Products, Learning Technology, or Skills & Analytics teams as relevant to inform future products, technology needs, skill forecasts or domains, or business specific learning strategy
Develop a business unit specific learning strategy that solves for current and future business needs rather than customer wants, leveraging the umbrella LSD learning transformation where relevant
Partner with CMG and Global colleagues (DDA, CPO & ASPS) to optimize learning initiatives and coordinate efforts across teams, as needed
Act as the primary LSD lead for various business functions, including DDA, Marketing, PAA, Squads and field role-based orchestration (RBO).
Partner with senior leaders in Access Solutions, Customer Engagement, Marketing, Medical Affairs, and Public Affairs to promote learning products and strategy, ensuring alignment with business goals.
Recruit subject matter experts (SMEs) and business leaders to support instructional design and scale the delivery of learning products.
Coordinating Resolution: Addresses inter-squad, cross-product, and external dependencies, roadblocks, and constraints.
Ensuring Compliance: Adheres to enterprise compliance standards.
Business Focus: Lead stakeholder and customer engagements: Identify new product and service opportunities related to skill development and business performance.
Define strategy and vision: Develop product roadmaps from ideation to launch.
Conduct research, trend analysis, and competitive benchmarking to uncover strategic opportunities.
Develop business cases: for new learning products or enhancements and work with teams to clarify requirements.
Facilitate ideation workshops to co-create innovative product and service concepts.
Strategic Product Development: Defines product strategy and vision, and develops comprehensive product roadmaps from initial ideation through to launch.
Feasibility and Impact Assessment: Evaluates potential business process changes, system impacts, and flow concepts to determine the viability of implementing desired enhancements.
Business Case Development: Develops business cases for new products, improvements to existing products, and/or new business ventures.
Iterative Product Enhancement: Develops product enhancements based on validated learnings, metrics and insights gathered from research
Clear Communication: Ensures documentation clearly communicates customer and stakeholder needs to the product team, and collaborates with team members to clarify features and requirements as necessary.
Lead and execute ongoing business engagement and communications for aligned product launches and learning product/program deployments.
Develop and execute Transition Change Management (TCM) plans, including sequenced communications, marketing, and training.
Regularly monitor progress and adjust TCM plans as needed to drive individual behavior and organizational change.
Ensure that learning solutions are delivered as close to the work as possible, providing what employees need to know, when and where they need it.
Use data to drive decisions, measure success, and inform roadmap prioritization.
Partner with the LSD Analytics team to measure the collective impact of learning and skill development against key business outcomes.
Proactively share key learning operating metrics with business stakeholders through monthly or quarterly business reviews (MBR, QBR).
Proactively develop skill forecasts based on 12-15 months of business analysis
Partner with Learning Design Architects (LDA) to design and own journey maps that identify all skill needs and learning injection points for each key job role within the respective customer base
Collaborate closely with LDA and instructional designers (ID) as they design and develop learning products commissioned by skill forecasts and business analysis.
Recruit subject matter experts (SME) from the business where needed to support instructional design teams.
Recruit SMEs, business leaders, and T&D facilitators as needed to scale delivery of learning products to the respective customer base