Training Manager

Role Description

• Own the overall capability development for the total, omnichannel salesforce, through the growth of a proactive development / learning culture.
• Create, implement, and manage the learning strategy and supporting training roadmaps for the region, in alignment with current and anticipated capability requirements aligned with Abbott business objectives and market requirements.
• Develop a high performing team of Training Managers who deliver strategic and tactical development supports/activities in partnership with key regional stakeholders (e.g., Affiliate CDs, SDs, etc.).
• Establish a robust evaluation framework and supporting practices that link development to performance by using data and analytics to gain insights about capabilities, emerging development requirements, and measure training effectiveness.

Business Outcomes

• Proactive, data-driven insight about capability gaps and development needs, and shape data-based interventions to proactively address those needs.
• High performing teams possessing all required foundational skills meeting role thresholds and required according to evolving market environments.
• Timely address of performance gaps.
• On-going support of in-field performance and development.
• Objective perspective on performance strengths and opportunities of the field force linked to business outcomes.
• Strong talent pipeline of key talent at the individual and team levels.
• Key Responsibilities & Activities
• Develop and implement a learning strategy that defines how development is addressed in the region, including processes for learning needs assessment, use of performance and development data to gain insights about capability requirements, training design principles, development principles (i.e., 70-20-10 model of development), parameters for the selection of and partnership with learning vendors, learning measurement, and tracking learning with business impact. 
• In conjunction with ANI Regional Commercial Director, identify needs and manage the delivery of training curriculums, plans and programs according to regional needs at all levels within the sales organizations (Training Managers, Supervisors, Sales Management, Sales Representatives, Commercial Excellence/SFE Managers, CRM Managers). 
• Conduct Training Need Analysis for responsible markets in collaboration with the local Commercial Excellence and/or Training team or Sales Director. 
• Establish and reinforce best practice processes within the Training team to drive consistency and quality in the creation and delivery of training and other learning interventions.
• Anticipate and visualize the long-term development needs of the region to develop and maintain a multi-year learning roadmap that drives continuous development.
• Establish a learning evaluation framework and supporting practices that link development to performance by using data and analytics to gain insights about capabilities, emerging development requirements, and measure training effectiveness. 
• Identify appropriate KPIs, metrics, and supporting leading and lagging measures/indicators to evaluate learning and connect learning to business outcomes.
• Champion the integration of performance and development data, and the use of these data to gain insights about capabilities, processes, and functional effectiveness.
• Build and maintain a learning dashboard that provides ‘real-time’ insight into learning at ANI (i.e., what learning is happening, strengths/gaps, etc.).
• Incorporate measurement as a critical step in the training design process, and develop this capability in Training Managers.
• Proactively expand learning offerings to include innovative training methods and platforms.
• Develop evaluation criteria for learning vendors to support the selection/engagement of vendors and ensure learning quality. 
• Implement methods of evaluating the effectiveness of learning partners (i.e., the quality, impact, and longevity of the training provided) and use this as a means of holding vendors accountable.
• Identify, contract, and manage relationships with learning vendors in accordance with long-term regional development needs (including regularly assessing the sufficiency of the partnership and degree to which a vendor has the capacity to deliver on Abbott’s evolving needs).
• Develop Training Managers’ capabilities as learning designers, facilitators, and learning consultants within the region by actively observing and coaching Training Managers in action.
• Maintain development plans for Training Managers and the Training team overall.
• Partner with area leaders on regional and global initiatives, acting as the regional representative with crossfunctional senior leadership.
• Act as the bridge between functions (e.g., Sales and Marketing) to drive alignment between development and performance (e.g., ensuring marketing aids leverage and integrate sales training concepts).
• Partner with ComEx and other key stakeholders to maintain alignment in overall priorities, ensuring that development supports broader business goals. 
• Proactively manage stakeholder expectations at all levels of the business Identify when Train-the-Trainer programs are required, who should be trained as facilitators, and manage the roll-out of these programs to Training Managers (and others if/as required).
• Partner with cross-functional stakeholders to maintain line of sight into functional development, requirements, delivering additional value by contributing development insights to their understanding of performance outcomes (i.e., help understand why performance is what it is).
• Partner closely with division and regional marketing organizations as well as other divisions to maximize synergies and ensure available materials (E-portal) are in alignment with region’s strategic direction. 
• Provide regular feedback / ongoing internal consulting for continuous improvement of key business initiatives and training solutions. 
• Monitor implementation of and adherence to programs by collaborating with Training Managers, CDs, SDs and other stakeholders through regular meetings and dialogues. 
• Ensure consistency across the different affiliate curriculums and coordinate with Division Marketing, Medical and PA Area to ensure key training programs developed by those areas are included in program for sales, marketing, and managerial positions. 
• Maximize the use of E-Portal across local affiliates to ensure the continued learning culture and information bank through materials developed by Training Manager in order to transmit information to teams. 
• Key Business Challenges
• Creating consistency across region, team, and role in competency standards, learning programming, and development planning.
• Providing credible consultative value cross-functionally in the absence of specific business accountabilities (i.e., establishing “training” and “learning” as credible areas of expertise and validating the objective view offered by Training Managers).
• Managing change and navigating ambiguity by influencing key decision-makers and stakeholders to lead and manage change results.
• Developing and retaining talent of varying levels of capabilities, including developing learning road maps that balance standardization with individual customization flexibility, creating adequate development opportunities to retain and grow talent, ensuring adherence across region and affiliates to support a minimum standard of excellence for the total sales force. 
• Mobilizing data and analytics that connects performance and development to business impact and insights. 

Key Success Factors

• Strategic thinking and an enterprise orientation (ability to see “big picture” and understand tactical implications).
• Cross-functional stakeholder management and influence.
• Practical learning expertise to generate flexible, in-role development solutions (i.e., not limited to formal “training”).
• Cognitive flexibility (to see potential beyond role, cross-functional overlaps in roles/development needs/behavior patterns, etc.).
• Evaluation and measurement expertise.
• Strong commercial knowledge and experience.

Educational/Experience Requirements

• Thorough knowledge of training principles and skills is required.
• Certification or degree in training areas is highly desirable.
• Fluent English, with written and verbal skills.
• Experience as sales representative in the healthcare or consumer packaged goods industries preferred.
• A minimum of 10 years of experience in sales, training, learning & development experience (in-house trainer, field-based trainer) required. Good understanding and knowledge about Healthcare/Pharma industry is preferable.
• Strong analytical and strategic thinking and collaboration skills required.
• Ability to influence others outside direct line of control.