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, R&D Capability Enablement
What you will do
Let’s do this. Let’s change the world. In this vital role you will translate R&D strategy into learning experiences, role readiness, and development opportunities that build workforce capability across R&D. In partnership with R&D leaders and functional learning partners, the role defines how priority capabilities are built, designs the experiences that enable them, and prepares employees to perform successfully.
Working with R&D leaders and subject matter experts, the Senior Director translates business priorities into learning experiences and content that is accurate, useful, and easy to find. The role leads instructional designers, establishes content creation standards and a content management strategy, and uses learning analytics to show leaders what is working, where capability gaps remain, and where to focus investment.
What we expect of you
We are all different, yet we all use our unique contributions to serve patients. The professional we seek is a person with these qualifications.
Key Responsibilities
Capability Strategy & Needs
Partner with R&D leaders to identify current and emerging capability needs tied to scientific priorities, operating plans, and workforce plans.
Use colleague feedback, capability assessments, performance data, and business priorities to identify gaps and sequence learning investments.
Maintain a rolling capability roadmap and review it with R&D leadership at least twice a year.
Lead and develop instructional designers, set portfolio priorities, allocate work, and coach the team on learning design and delivery.
Design role-based learning journeys and pathways, using a 70/20/10 approach where appropriate and drawing on instructor-led, digital, experiential, and coached learning.
Create curricula and end-to-end learning experiences for priority capabilities, including instructional design, content development, and facilitation in partnership with subject matter experts.
R&D Capability Architecture & Framework
Translate leadership-defined R&D priorities into a shared capability architecture and framework, including core capabilities and proficiency expectations.
Partner with leaders across R&D functions, including clinical development, data science, translational science, and research, to align priorities and provide guidance on competencies for critical roles.
Translate the framework into role-based learning architecture, journeys, pathways, and manager resources that functions can use in their day-to-day work.
Use feedback from learners and leaders, along with capability data, to update the framework as R&D needs change.
Performance Readiness
Oversee training governance, training management, and assignment processes for learning owned by Capability Enablement, with clear roles and standards.
Develop end-to-end process learning for priority R&D workflows, partnering with process owners and functional teams on local learning needs.
Define readiness expectations for priority functions and critical roles, and use appropriate checks to understand whether employees can perform required work.
Advanced Capability Programs
Design targeted programs for future-potential and high-potential R&D talent, including internships, rotations, mentorship, and focused development opportunities.
Develop capability academies for priority R&D needs, such as AI application, when they address a defined business need.
Focus these programs on targeted capability acceleration that complements Enterprise talent development and avoids duplicating existing programs.
Learning Analytics & Business Impact
Define measures for each learning goal, including reach, engagement, capability gains, application on the job, and relevant business outcomes.
Create clear dashboards and reports so leaders can see participation, capability progress, persistent gaps, and trends across learning programs.
Evaluate learning investments with appropriate assessments and business measures, explain the findings and their limits, and help leaders make informed prioritization and resourcing decisions.
Content Standards & Management Strategy
Set standards for learning content creation, including clear objectives, instructional design quality, accessibility, scientific accuracy, and subject matter review.
Define a content management strategy for taxonomy, ownership, version control, discoverability, review cadence, archiving, and retirement.
Maintain a curated R&D learning catalog and guide build, buy, reuse, and retirement decisions to reduce duplication and keep resources current.
Operating Model & Functional Learning Partnership
Design a learning operating model with clear governance, decision rights, service expectations, and ownership across central and functional teams.
Partner with each R&D function to tailor enterprise capability builds to local needs through business consulting, prioritized capability builds, and critical-role consultation.
Treat functional learning partnership as an operating approach, not a separate organization, and clarify ownership with R&D functions and Enterprise partners.
Keep Capability Enablement focused on shared capability strategy, priority learning architecture and experiences, and common standards; functional teams retain ownership of local learning needs and process-specific education.
Do not own function-specific competency models for every role, all process learning across R&D, Quality-owned GxP training, employee performance management, or programs that duplicate Enterprise offerings.
Present capability and learning analytics to R&D leaders, connecting results to decisions about priorities and investment.
Basic Qualifications:
Bachelor’s degree and 10+ years in learning and development or a related field
Strong expertise in adult learning, instructional design, performance consulting, and digital learning ecosystems.
Experience designing and scaling enterprises or function-wide capability strategies
Preferred Qualifications:
10 years in learning, capability, or organizational development, with significant time inside pharma/biotech R&D.
Demonstrated experience designing, owning, or scaling a capability framework across multiple functions.
Experience leading instructional designers or learning design teams and overseeing the quality of a broad learning portfolio.
Experience designing role-based learning journeys, curricula, academies, or development programs for priority capabilities.
Experience establishing learning content standards, governance, or a content management strategy.
Experience using learning analytics and evaluation to guide decisions and communicate learning impact to leaders.
Executive-level stakeholder management and comfort presenting learning strategy and findings to senior R&D leaders.
Bachelor's degree required; advanced degree in a relevant field (organizational psychology, science, or related) preferred.
Core Competencies
Capability strategy and foresight — connects R&D priorities to current and emerging capability needs.
Instructional design leadership — sets direction, develops designers, and maintains quality across the learning portfolio.
Content strategy and governance — establishes clear creation standards and manages content across its lifecycle.
Learning analytics and impact — interprets evidence and helps leaders use it to guide priorities and investment.
Systems thinking and cross-functional alignment — builds shared approaches that work across R&D functions.
Executive influence and business orientation — connects learning decisions to R&D priorities and outcomes.
What you can expect of us
As we work to develop treatments that take care of others, we also work to care for your professional and personal growth and well-being. From our competitive benefits to our collaborative culture, we’ll support your journey every step of the way.
The salary range for the position is $192,525 - $260,475 CAD.
In addition to the base salary, Amgen offers competitive and comprehensive Total Rewards Plans that are aligned with local industry standards.
Apply now and make a lasting impact with the Amgen team. careers.amgen.com
As an organization dedicated to improving the quality of life for people around the world, Amgen fosters an inclusive environment of diverse, ethical, committed and highly accomplished people who respect each other and live the Amgen values to continue advancing science to serve patients. Together, we compete in the fight against serious disease.
Amgen is an Equal Opportunity employer and will consider all qualified applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability status, or any other basis protected by applicable law.
We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.
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