Learning Design Architect job

Genentech, a member of the Roche group and founder of the biotechnology industry, is dedicated to pursuing groundbreaking science to discover and develop medicines for people with serious and life-threatening diseases. To solve the world’s most complex health challenges, we ask bigger questions that challenge our industry and the boundaries of science to transform society. Our transformational discoveries include the first targeted antibody for cancer and the first medicine for primary progressive multiple sclerosis.

The COVID-19 pandemic has forever altered the expectations for healthcare providers, patients, and their families on how data and technology can be used to enhance the customer experience in ways not previously possible. Genentech seeks to lead the industry in this new era of omnichannel pharma and integrated customer experience.

The Learning & Skill Development (LSD) organization plays a key role in installing a digital culture and mindset across the Commercial and Medical Group (CMG) as well as providing every CMG customer – be it employee, manager, healthcare provider, and patient – with the information and skills that they need next, when they need it, where they need it. LSD is in the process of transforming CMG into a continuous then contribution learning culture by pioneering advances in skills management, digital learning, experiential learning, and workflow learning.

LSD includes a team of learning business partners who have deep business acumen and are well versed in the trends and data coming from sales, marketing, and medical. They work in close collaboration with a group of Learning Design Architects who are responsible for perennial focus areas such as medical, therapeutic area certification, leadership development as well as business transformation areas which currently include omnichannel, contracting, digital, and health equity across all CMG business units. Both teams are supported by a team of instructional designers and multimedia partners who build best-in-class learning products. LSD scales these learning products through facilitators who upskill business experts and leaders in executive presence, learning technologists who use cutting edge applications and systems to embed learning as close to the work as possible, and an analytics function that maps CMG’s skill domains and employee skill gain to business impact metrics.

Role Overview

Learning architecture is the systematic approach to design comprehensive, cohesive learning and change management experiences that work backwards from strategic business milestones. Learning architecture includes intentionally spaced learning experiences, scalable learning products and informal learning injected over a prescribed period of time. Through contribution from subject matter experts and frequent development support from managers, learning architecture enables and accelerates the organization’s desired business transformation through continuous learning.

Learning Design Architects (LDA) build the bridge between business needs and the learning and organizational change management required to achieve strategic outcomes. LDAs serve two roles. First, LDAs are general architects and project managers for any learning-related business problem. They develop the strategy for learner journeys, large and evolving curriculum content to drive business needs through skill building across multiple roles and business units.

Second, LDAs specialize in one (or two smaller) domains that support a key business transformation area. LDA’s look across all business units and job roles to identify the skills required to enable a specific transformation, identify the learning experiences and content to support targeted skill development, and optimize the learning product portfolio for each domain. Current LDA transformation areas include competitiveness, digital, future of contracting, health equity, integrated customer experience and public health education. These transformation areas are expected to evolve over time as the business’ strategy evolves. Perennial LDA focus areas include therapeutic area certification and standardized development for aspiring/frontline managers, manager of manager and executives.

Key Responsibilities:

• Broad understanding of the organization and how to drive skill and behavioral change across a network of job roles to achieve organizational transformation
• Develop a narrative thread for the targeted transformation area, maintain skill maps across all business units and job roles
• Develop high-level designs, partner with LBPs to sell to relevant business stakeholders and negotiate to gain alignment and buy-in
• Mentor and coach instructional designers to ensure success of projects and support personal development
• Develop domain expertise in their targeted transformation area over time with a bias for action while maintain a strategic mindset
• Analytically-minded and adept at using quantitative and qualitative data to inform learning design decisions and to create strategic learning journeys for multiple roles.
• Partner with Learning Business Partners (LBP) to design, develop and maintain role based learning journey maps that identify all skill needs and produce the appropriate training in order to drive the organization’s 2-3 year transformation strategy
• Build and maintain a learning product portfolio for the targeted transformation, therapeutic or leadership area (your assigned areas)
• Ability to partner with LBPs to quickly analyze new, emerging business problems outside of transformation focus, extract relevant data and insights to inform design decisions
• Identify relevant delivery methods based on the business problem and audience. This requires a working knowledge of technologies used in deliver learning at scale including authoring tools, workflow learning tools, learning management systems and skill management systems
• Quickly assemble cross-functional teams of instructional designers, multimedia designers, facilitators and subject matter experts to design and develop learning products. Set deadlines and pace to deliver learning products in a timely fashion
• Project manage the creation of learning products and experiences
• Partner with instructional designers to develop content maps, detailed design documents, storyboards, prototypes and finished products as relevant for all types of learning media including eLearning, ILT, podcasts, assessments, etc
• Review and test learning products from instructional design teams to ensure high quality and adherence to solution design
• Lead, act and live our Operating Principles in all aspects of work
• Complies with all laws, regulations, policies and procedures that govern the conduct of Genentech activities

Qualifications/Experience:

• Degree in Instructional Design, Educational Technology, Curriculum Design or a related field with minimum 5 years of work experience
• Demonstrated experience leading and navigating across a matrixed team and can quickly organize functional teams to develop and deliver learning projects
• Demonstrated ability to work on multiple complex projects simultaneously
• Excellent verbal and written communication, deliver presentations to senior business leaders

Preferred Qualifications/Experience:

• 10-12 years of experience with a BS degree in instructional design, educational technology; or 8-10 years of experience with a masters or doctorate

Our Operating Principles

• Put Patients First: I always act as if patients I know are in the room and do what’s best for them.
• Follow the science: I seek answers through experiments, data and debate, and act on facts.
• Act as one team: I care, collaborate and commit without boundaries, and trust others to do their part.
• Embrace differences: I seek diverse perspectives, invite opposing views, and challenge myself and others.
• Accelerate learning: I push to learn new things even if difficult, and openly share my successes and failures.
• Simplify radically: I eliminate complexity, reuse with pride, and accomplish more with less.
• Make impact now: I take accountability to do what’s right, deliver value fast, and don’t wait for certainty.
• Think long term: I choose actions today that benefit future generations