Associate Director, Leadership Development and SkillsEnablement

At Jazz, we are reimagining how we design and deliver more precise customer experiences, enabled by new technologies, modern ways of working, and high performing team behaviors. Through this work, we enable teams to better understand patients, caregivers, and HCPs, anticipate their needs across the enterprise, deliver timely and personalized engagement, and orchestrate seamless, end-to-end experiences as One Jazz.

TheAssociate Director, Leadership Development and SkillsEnablement is responsible for designing, developing, and delivering high-impact leadership curricula for emerging leaders, first-line leaders, and senior leaders across our medical, market access, sales, operations, and marketing teams. A critical accountability of this role is to create, evolve, and integrate cohesive, customer-centric skills models for sales, medical, and market access roles in the field. These programs will equip our leaders and field teams with the skills, judgment, and discipline needed to drive high-quality execution, strategic planning, and a culture of continuous growth. This role reports to the Director of L&D Commercial and Medical Excellence and will partner deeply with cross-functional leadership to translate complex leadership and functional concepts into practical, role-based learning.

Essential Functions/Responsibilities

Key Responsibilities

• Own and execute the enterprise learning strategy for Leadership Development, establishing global curricula, skill development pathways, and role-based learning experiences for emerging, first-line, and senior leaders that align with enterprise priorities and transformation initiatives.

• Lead the creation, evolution, and implementation of cohesive, customer-centric skills models for sales, medical, and market access roles in the field to ensure alignment with organizational goals and high-performance behaviors.

• Serve as a strategic advisor to Medical, Market Access, Sales, Operations, and Marketing leadership on leadership development priorities, skills gaps, and organizational readiness.

• Design and scale role-based capability development programs that strengthen core leadership skills, including coaching, strategic decision-making, performance management, and leading through change, by translating frameworks into practical learning experiences.

• Drive leadership excellence and organizational readiness by advancing skills evolution, customer-centric ways of working, and performance improvement through integrated learning, change management, and capability-building strategies.

• Partner with cross-functional and Data & Enablement leaders to develop learning solutions that build leaders' understanding and adoption of the Global Capability Operating Model, including roles, responsibilities, decision rights, and enterprise ways of working.

• Develop and oversee learning programs that enable leaders to understand, interpret, and appropriately apply enterprise data and insights to drive strategic decision-making and coach their teams effectively.

• Present leadership capability insights, adoption metrics, risks, recommendations, and organizational readiness assessments to executive leadership teams.

• Establish measurement frameworks to assess learning effectiveness, skills adoption, behavior change, and organizational impact; leverage stakeholder feedback and performance metrics to continuously evolve learning priorities.

• Build organizational capability within the Learning & Development function through mentoring, knowledge sharing, and best-practice development.

Collaboration

• Collaborate cross functionally with Medical, Market Access, Sales, Operations, Marketing, and Compliance to ensure leadership and skills content is accurate, practical, and compliant.

• Collaborate cross functionally with Global Capability Teams and Compliance partners to ensure accuracy, alignment, and appropriate use guidance.

• Collaborate with adjacent L&D team members to ensure alignment across curricula.

• Engage regional stakeholders to drive consistent adoption while accounting for local needs.

• Share insights, risks, and lessons learned with L&D peers and team leadership to support alignment and continuous improvement.

• Share insights, risks, and lessons learned with CX peers and team leadership to support alignment and continuous improvement.

Required Knowledge, Skills, and Abilities

Technical Skills

• Strong understanding of leadership development frameworks, skills/competency modeling, and the operational dynamics of field teams(sales, medical, market access).

• Strong understanding of the product operating model, including design, key roles, and ways of working.

• Solid working knowledge of commercial and medical data concepts to help leaders make data-informed decisions.

• Expertise in adult learning principles, instructional design, content development, and training delivery.

• Proficient in learning management systems (LMS), virtual training tools, and Microsoft Office Suite.

• Proven experience designing and deliveringrolebased training using adult learning principles.

• Ability to operate effectively in amatrixed, enterprise environment.

• Experience developing training metrics and measuring learning impact and outcomes.

• Comfort facilitating sessions for both individual contributors and senior leaders.

Business Skills

• Strategic Storytelling- Ability to craft purposeful, compelling narratives that make sense of change, inspire action, and align people around a shared direction.

• Influence Without Authority - Ability to move work forward, shape decisions and drive outcomes through collaboration and trust rather than formal power.

• Managing Competing Priorities- Ability to navigate shifting demands with clarity and adaptability, focusing effort where it creates the greatest future impact while keeping work moving.

• Adoption - Ability to quickly embrace new tools, new WoW, and behaviors applying with confidence and practical improvement.

• Continuous Improvement - Ability to regularly improve processes/products through reflection and iteration, generates new options and approaches when constraints exist, growth mindset, challenges status quo.

• Stakeholder Inspiration & Influence - Ability to engage, motivate, and influence stakeholders at all levels, building alignment, commitment, and momentum to drive initiatives forward.

Required/Preferred Education and Licenses

Qualifications

• Bachelor's degree in business, healthcare, organizational psychology, or a related field is required.

• 10 years of industry experience in Learning & Development, Leadership Development, HR, or relevant field-based leadership roles required, preferably in specialty pharmaceuticals/biotech.

• 2+ years of experience in training, with a proven track record of developing and delivering engaging training solutions using adult learning principles and distance learning methodologies.

• Leadership experience in developing skills models and cross-functional collaboration to drive capability building across field and corporate teams.

• Experience working in a product operating model.

• Experience in pharmaceuticals or other highly regulated industries preferred.

Preferred / Additional Qualifications

• Advanced degree (MBA, MS in Organizational Development, or relevant graduate degree) preferred.

• Experience working in a product operating model.

Working Requirements

• 50-60% travel will be required.

Jazz Expected Behaviors

• Demonstratesownership and accountability, taking responsibility for outcomes and driving work forward with urgency, clarity, and a focus on impact.

• Leads with curiosityand a Growth Mindset, actively exploring user needs, emerging technologies, and new ways of working to elevate capability and innovation.

• Embraces change as a learning opportunity, adapting quickly, modeling resilience, and helping others navigate dynamic environments.

• Acts with a One Jazz mindset, prioritizing enterprise value, breaking down silos, and building strong, trust-based partnerships across teams.

• Delivers highperformance results, setting ambitious goals, challenging assumptions, and consistently driving measurable business impact.

• Models inclusive, collaborative leadership, creating space for diverse perspectives and empowering others to contribute their best work.

• Investin continuous learning, developing personal skills while coaching and elevating the capabilities of colleagues andcross functionalpartners.

• Navigates ambiguity with confidence, using sound judgment, data, and user insights to make informed decisions even when information is incomplete.

• Communicates with clarity and influence,simplifying complexity, aligning stakeholders, and ensuring shared understanding of priorities and outcomes.