Director, Organization Development & Learning

At Eisai, satisfying unmet medical needs and increasing the benefits healthcare provides to patients, their families, and caregivers is Eisai’s human health care (hhc) mission. We’re a growing pharmaceutical company that is breaking through in neurology and oncology, with a strong emphasis on research and development. Our history includes the development of many innovative medicines, notably the discovery of the world's most widely-used treatment for Alzheimer’s disease. As we continue to expand, we are seeking highly-motivated individuals who want to work in a fast-paced environment and make a difference. If this is your profile, we want to hear from you.

Job Summary:

The Director, Organization Development & Learning serves as a strategic partner to the business, diagnosing complex organizational challenges and designing integrated solutions that drive culture, leadership capability, and organizational effectiveness.

This role combines strong consulting, project management, and solution design capabilities to lead enterprise-wide initiatives from concept through execution. The Director will leverage data, behavioral science, and emerging technologies including AI to enhance learning, accelerate talent development, and deliver measurable business impact.

This role directly supports Eisai’s business objectives by:

• •Growing a value-based, high performing culture
• •Accelerating the development of talent
• •Building a strong pipeline of future leaders
• •Driving an engaged and committed workforce

Essential Functions:

Enterprise Diagnosis & Consulting

• •Lead enterprise level diagnostics using qualitative and quantitative data (interviews, focus groups, surveys, and organizational data) to identify root causes, systemic challenges, and strategic opportunities
• •Apply systems thinking and consulting frameworks to distinguish between organizational, leadership, process, and capability gaps
• •Translate business challenges into clear problem statements and actionable priorities
• •Partner with senior leaders to shape solutions and guide decision making

Solution Design & Organizational Impact

• •Translate diagnostic insights into integrated OD and learning solutions aligned to business strategy
• •Design innovative, scalable interventions across leadership development, culture, talent, and organization effectiveness
• •Lead large scale transformation initiatives and change management strategies to support adoption, behavior change and sustained business outcomes (e.g., org design, succession planning, talent reviews, performance management evolution)
• •Ensure solutions balance strategic rigor with speed, practicality, and business relevance
• •Partner with HR Business Partners and business leaders to anticipate future workforce capability needs and build organizational readiness.
• •Continuously benchmark external trends and best practices to inform enterprise learning and organization effectiveness strategies.

Enterprise Program & Project Leadership

• •Lead complex, multi-phase, enterprise-wide initiatives end to end, including scope definition, stakeholder alignment, timelines, risk management, and executive reporting
• •Establish program governance, milestones, and success metrics across multiple concurrent initiatives
• •Manage a portfolio of high visibility projects in a highly matrixed environment with competing priorities
• •Ensure consistent delivery of high-quality outcomes
• •Interpret organizational and talent data to generate actionable insights and executive recommendations.
• •Evaluate the effectiveness and business impact of enterprise initiatives through meaningful qualitative and quantitative measures aligned to strategic objectives (e.g., Engagement Survey results, reduced voluntary attrition, measurable cost savings, etc.)

Learning Strategy, Design & Innovation

• •Design and launch enterprise-wide learning strategies and programs aligned to business priorities
• •Develop blended learning solutions grounded in adult learning theory and leadership development best practices
• •Measure effectiveness and impact, including behavior change and business outcomes (Kirkpatrick Levels 3 and 4)
• •Continuously evaluate and evolve learning approaches to improve scalability and effectiveness

AI & Digital Enablement

• •Leverage AI and emerging technologies to enhance learning design, content development, personalization, and measurement
• •Identify and pilot AI-enabled solutions (e.g., learning pilots, skills mapping, adaptive learning, knowledge agents)
• •Partner with HR, IT, and business leaders to integrate AI into talent, learning, and workforce systems
• •Stay current on emerging trends and translate them into practical enterprise applications

Facilitation & Leadership Enablement

• •Facilitate high impact leadership sessions, team effectiveness engagements, and transformation initiatives
• •Design and lead executive and team interventions that drive alignment, accountability, and performance
• •Guide leaders through experiential learning and application of new capabilities

Stakeholder Partnership & Communication

• •Build strong, trusted relationships with business leaders and HR partners at all levels
• •Communicate insights, recommendations, and progress with clarity and executive presence
• •Influence decision making through data, expertise, and credibility
• •Collaborate across functions to ensure alignment and sustained impact

Required Skills:

• •Strong consulting and diagnostic capability with the ability to analyze complex organizational challenges and translate insights into actionable solutions
• •Advanced project and program management skills, including managing multiple large-scale initiatives simultaneously
• •Excellent interpersonal and influencing skills with demonstrated executive presence
• •Strong facilitation skills, particularly with senior leaders and intact teams
• •Strategic thinking combined with pragmatic execution
• •Strong communication skills (written and verbal) with ability to simplify complex concepts
• •Business acumen and organizational savvy
• •Ability to operate effectively in a highly matrixed environment
• •High level of accountability, ownership, and adaptability

Required Knowledge and Experience:

• •Bachelor’s degree in HR, Organizational Development, Education, or related field
• •Master’s degree in Organizational Development, Industrial Organizational Psychology, HRD, or related field strongly preferred
• •10+ years of progressive experience in organization development, talent management, learning, or related field
• •Proven experience diagnosing organizational challenges and delivering enterprise level solutions
• •Demonstrated ability to lead large scale, cross functional initiatives with significant business impact
• •Strong experience in project and program management across multiple concurrent initiatives
• •Experience designing and implementing leadership development and talent management strategies
• •Experience influencing and advising senior executives
• •Experience measuring effectiveness of learning and OD initiatives including Kirkpatrick’s Level 3 and Level 4 outcomes
• •Experience leveraging AI or digital tools in learning, talent, or workforce analytics strongly preferred
• •Experience managing budgets, vendors, and external partners
• •Prior experience leading teams and developing talent preferred
• •Demonstrated competence to build and manage relationships across all levels of the organization
• •Hybrid Work Arrangement: Tuesdays, Wednesdays and Thursdays are onsite in Nutley, NJ HQ Office and Mondays and Fridays are work from home days

Skills:Communication & Cross-functional Influence, Critical Thinking & Business Agility, HR Citizenship, Mentoring/ People Development, OD & Learning Expertise, Vendor Management

Eisai Salary Transparency Language:

The annual base salary range for the Director, Organization Development & Learning is from :$196,200-$257,500

Under current guidelines, this position is eligible to pa