Amgen's Commitment to Learning and Development: Cultivating Excellence for Patient Impact
Amgen, a global leader in biotechnology, is profoundly dedicated to its mission of serving patients living with serious illnesses. This unwavering commitment is the bedrock upon which the company's innovative research, development, and manufacturing of life-altering medicines are built. At the heart of this endeavor lies a sophisticated and forward-thinking approach to learning and development (L&D), spearheaded by the R&D Knowledge & Learning team. This team is not merely a provider of training; it is a strategic architect of an integrated, longitudinal capability system designed to foster scientific excellence, operational agility, and ultimately, to accelerate the delivery of life-changing therapies to millions worldwide.
Reimagining Learning as a Strategic Capability System
The R&D Knowledge & Learning team operates within Amgen’s R&D Strategy & Operations organization, with a clear mandate to reimagine how learning, knowledge, and capability development empower scientific innovation and clinical execution. Moving beyond a fragmented collection of disconnected training events, the team designs and governs learning as a cohesive, longitudinal capability system. This system is meticulously aligned with specific roles, identified risks, and desired outcomes, ensuring that every learning initiative contributes directly to Amgen's overarching goals. This strategic perspective is crucial for an organization that pioneers advancements in therapeutic areas such as Oncology, Inflammation, General Medicine, and Rare Diseases, and is actively expanding its pipeline to address cancer, heart disease, inflammatory conditions, rare diseases, and obesity.
The Role of Learning Business Partners: Bridging Strategy and Execution
Within this framework, roles such as Senior Manager, R&D Knowledge & Learning, serve as critical Learning Business Partners (LBPs). These individuals act as strategic allies to select sub-functions within Global Development Operations, with a notable presence at the Amgen India (AIN) site. Reporting to the R&D AIN Learning Lead, their primary responsibility is to design and implement role-focused, longitudinal learning strategies. This includes operationalizing local onboarding and capability programs that are essential for maintaining high-quality clinical operations and robust data practices.
These LBPs collaborate closely with local leadership teams, such as those in Clinical Systems (CS) and Data Management (DM), to translate pressing business priorities into actionable learning roadmaps. They then work in concert with local Learning team members and subject matter experts (SMEs) to deliver a diverse array of learning solutions. These can range from instructor-led sessions and virtual workshops to microlearning modules and knowledge-enabled point-of-need assets. A key tenet of this role is ensuring that all learning activities not only meet Amgen's stringent learning standards but also adhere to critical Good Practices (GxP) and Quality expectations, thereby safeguarding the integrity and efficacy of Amgen's research and development processes.
Executive Leadership in Knowledge and Learning: Driving Enterprise-Wide Transformation
At a more strategic, enterprise level, the Executive Director, Knowledge and Learning R&D, plays a pivotal role in leading the transformation of learning and knowledge capabilities across the entirety of R&D and the Office of the Chief Medical Officer (OCMO). This leadership is characterized by a strong emphasis on leveraging cutting-edge technologies, including generative AI-enabled platforms, adaptive learning methodologies, and data-driven insights. The R&D Knowledge & Learning team, under this executive guidance, is instrumental in fostering scientific innovation, driving operational excellence, and cultivating organizational agility.
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Through advanced learning and development initiatives, robust knowledge management practices, and the comprehensive Amgen Library, the team significantly enhances how knowledge is created, disseminated, and applied. This directly supports Amgen's fundamental mission to serve patients. The Executive Director is accountable for the design, integration, and tangible outcomes of an intelligent, digitally enabled learning and knowledge ecosystem that is central to R&D transformation. By harnessing emerging technologies, sophisticated analytics, and modern operating models, this role drives enhanced performance, supports critical change initiatives, and builds essential organizational readiness. The overarching goal is to ensure that learning and knowledge solutions are in lockstep with evolving business priorities, the relentless pace of scientific advancement, and Amgen's long-term strategic objectives.
This senior leadership position sets the strategic direction at an enterprise-wide level, modernizing learning delivery, embedding knowledge seamlessly into the daily workflow, and enabling the faster, more scalable development of critical capabilities. Reporting directly to the Vice President of R&D, the Executive Director leads a senior team of experts and serves as a trusted advisor to executive leaders, translating high-level strategy into measurable, impactful results.
Key Responsibilities and Strategic Imperatives
The responsibilities of the Executive Director are multifaceted and critical to Amgen's future success. These include:
- Enterprise-Level Strategy: Setting and leading the enterprise-level strategy for Knowledge & Learning across R&D and OCMO, encompassing comprehensive learning and development, knowledge management, and the Amgen Library.
- Digital Transformation: Driving the transformation of learning and knowledge capabilities through advanced digital platforms, generative AI, adaptive learning, and data-driven insights, thereby modernizing knowledge creation, access, and application.
- Strategic Partnerships: Partnering with senior and executive leadership to deeply understand business priorities, anticipate future capability needs, and shape integrated, multi-year learning and knowledge strategies that are foundational to R&D transformation and organizational readiness.
- Scalable Learning Experiences: Overseeing the design and delivery of scalable, high-impact learning experiences that effectively embed knowledge into the daily workflow, thereby supporting performance, fostering innovation, and driving necessary change.
- Cross-Functional Alignment: Influencing and aligning diverse cross-functional stakeholders to integrate learning, knowledge, and talent initiatives into a cohesive and synergistic enterprise ecosystem.
- Team Leadership and Development: Leading, mentoring, and developing a senior team of Knowledge & Learning leaders, cultivating a high-performing organization capable of executing transformative initiatives at scale.
- Resource Management: Providing strategic oversight of budget and resource allocation, judiciously balancing investment trade-offs to maximize business impact and ensure alignment with critical R&D priorities.
- Performance Measurement: Establishing clear measures of success, utilizing analytics and outcomes-based metrics to rigorously assess impact and inform continuous improvement cycles.
- Enterprise Representation: Representing R&D Knowledge & Learning at the Enterprise Learning Council, advocating for the specific needs of R&D and OCMO while driving alignment with broader enterprise talent and learning strategies.
Core Competencies and Qualifications for Leadership
Amgen seeks leaders who embody its core values and possess a specific set of qualifications to drive its learning and development agenda. These qualifications, for roles like the Executive Director, include a strong foundation in Knowledge & Learning experience, often requiring a Doctorate degree with at least six years of relevant experience, or a Master's degree with ten years, or a Bachelor's degree with twelve years. Crucially, a minimum of six years of direct people management or leadership experience in guiding teams, projects, or programs, and directing resource allocation, is essential.
Preferred qualifications highlight senior leadership experience within complex, matrixed organizations, particularly those demonstrating success in driving enterprise-level transformation within the pharmaceutical, biotechnology, or life sciences sectors. A proven ability to set strategic direction and modernize learning and knowledge capabilities, incorporating digital platforms, generative AI, adaptive learning, and data-driven approaches, is highly valued.
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Executive presence, the capacity to influence and collaborate effectively with VP and SVP level leaders, and a deep understanding of adult learning principles, modern instructional design, and knowledge management are critical. Experience in leading cross-functional initiatives, integrating learning, knowledge, and talent strategies, and demonstrated change leadership are also key. Strong analytical and systems thinking skills, coupled with a commitment to developing leaders and building high-performing, inclusive teams, are paramount.
Amgen's Leadership Attributes: Inspiring, Accelerating, Integrating, Adapting
The leadership attributes expected at Amgen are designed to foster a dynamic and effective work environment:
- Inspire: Creating a connected, inclusive, and inspiring work environment that empowers talent to thrive and contribute their best.
- Accelerate: Enabling speed that matches the urgency of patient needs by encouraging progress over perfection, fostering a culture of rapid iteration and learning.
- Integrate: Connecting the dots across the organization to amplify the collective power of Amgen, driving superior results for patients, staff, and shareholders.
- Adapt: Leading through change by skillfully navigating an ever-evolving environment and defining a clear course of action to consistently deliver exceptional results.
A Comprehensive Total Rewards Plan for Professional and Personal Growth
Amgen's commitment extends beyond professional development to encompass the well-being of its employees. The company offers a comprehensive Total Rewards Plan, designed to care for both the professional and personal growth and well-being of its team members. This plan includes a competitive base salary, a discretionary annual bonus program, and potentially sales-based incentive plans for field sales representatives. Stock-based long-term incentives are also a key component, aligning employee success with the company's long-term performance.
The benefits package is robust, featuring a Retirement and Savings Plan with generous company contributions, comprehensive group medical, dental, and vision coverage, life and disability insurance, and flexible spending accounts. Amgen is also recognized for its award-winning time-off plans and bi-annual company-wide shutdowns, promoting a healthy work-life balance. Where feasible, flexible work models, including remote work arrangements, are offered.
An Inclusive Culture Dedicated to Serving Patients
Amgen fosters an inclusive environment populated by diverse, ethical, committed, and highly accomplished individuals who respect one another and embody Amgen's values. This culture is fundamental to its ongoing success in advancing science to serve patients and compete in the critical fight against serious diseases. Amgen is an Equal Opportunity employer, committed to considering all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, or disability status. The company is dedicated to ensuring that individuals with disabilities receive reasonable accommodation throughout the application and employment process.
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