• Responsible for the creation of Takeda’s USBU Leadership strategy and programming (Sales and Non-Sales) for emerging leaders, first-line and second-line leaders, and field teams. This strategy will be complementary and aligned to the overarching USBU HR Talent & Learning Strategy. • Aligns programming to business needs; and through stakeholder and functional needs assessment captures unmet opportunities to drive development. • Demonstrates seamless partnership with key business functions and stakeholders to ensure ongoing initiatives deliver value and impact. Collaborates cross-franchise & cross-functionally with business leaders across the USBU. • Oversees a values-based approach to leadership development, based on Takeda's leadership behaviors.• Designs and executes against strategic plans using modern learner/ leader approaches, a multi-modal learning approach with a combination of formal instruction, experiential learning, technology, coaching, and development experiences. • Fosters and drives professional knowledge and skill development to support multiple, diverse business functions. • Provides recommendations to the Head of CL&D on LD strategy, tactics and learning approaches to drive continuous improvement. • Leads team in tailoring content and curriculum to the needs of specific audiences to align to business needs and drive impact. • Identifies external vendors and consultants to augment development initiatives when needed to bring in high quality services and partner on new curriculum development. • Develop, lead and an inspire the USBU Leader Development team. • Manages the assigned budget to effectively operationalize development and learning strategies. • Presents to senior leadership on the strategy to drive alignment, support and financial investment in existing and new leadership programs. • Creates an inclusive environment where all are welcome and works to enable the Takeda culture across the USBU.

Leads a team within the US Pharmaceuticals and Global Products organization that is dedicated to the development and effectiveness of people leaders across all levels- emerging talent to senior leadership. Responsible for the strategy, design ,implementation, and effectiveness of a multi-year blueprint that supports excellence in current and future leaders. The team focuses on short and long term investments in people development, elevating leadership skills and supporting the talent management process across the US teams. This includes key objectives of identifying talent, creating and managing an effective leadership bench while contributing to retention efforts across the organization. The team partners closely with senior leaders in our Business and Functional areas, HR Business Leaders, Head of Talent, and Global Learning & Development. Key outcomes focus on effectively instilling Takeda’s leadership behaviors and values, coaching/mentoring skills, and identify trends in the evolution of work that affect high performing leadership roles: major focus on DE&I-inclusive leadership- modern leadership skills that include hybrid working.

Key responsibility is to oversee worldwide leadership development programs across all ADP Business Units and 22 countries. Responsible for developing a comprehensive leadership development strategy and roadmap, in partnership with business leaders and HR leadership, to meet the organization’s strategic objectives. Utilizes various program development and delivery methods to execute the leadership development strategy and roadmap. Leads a team of 6 Directors with key responsibilities to identify and develop associates to ensure that leadership talent required to deliver business strategies is available. Leads the team in the design, development and delivery of programs, tools and processes to build leadership capability across the company. Translates the program evaluation data/results (quantitative and qualitative) to communicate the effectiveness and impact that leadership development programs have on the company's overall performance. Partners to develop and deploy communication strategies to enhance awareness and foster a learning and development culture. Oversees program budgets for all leadership development programs and ensures effective utilization of resources (materials, vendors, and people). Builds and promotes the value proposition for leadership development programs that facilitates the overall growth of leadership potential and positions the company for business/market growth. Integrates global talent management platform that enables the identification and development of a robust leadership pipeline which aligns key people across all ADP Business Units.

Oversaw all aspects of planning, implementation, and budgeting for US commercial operations and global training for over 2,000 employees. Identified emerging issues and trends and implemented innovative and robust approaches to enhance organizational effectiveness. • Globally responsible for all phases of sales representatives and field managers, future and existing field leadership, future and existing account managers, and future and existing marketing managers. • Developed and implemented a global Leadership Development program that included Emerging Leaders, Regional Managers and Director level leadership development. • Partnered with Executive Committee members, including sales and marketing department heads to develop and execute projects to advance the development of future and current sales and marketing personnel. • Responsible for the approval and program design of sales meetings and conventions. • Redesigned and implemented first year training program for new hires that aligned with the skills and knowledge requirement of sales representatives. • Oversee curriculum design and development for all phases of training within the organization that includes execution of all learning paths such as distance learning and face to face workshops. • Manage and oversee SL&D department budget of 2.5 million. • Responsible for leading training and leadership development for international divisions.

Direct the strategic framework for training, performance management, talent planning, assessment and development in Cardiovascular, Diabetes, Men's Health, HIV, and GI. Manage P&L/Budget totaling $1.2 million across six cost centers.Re-designed Leadership Development program; created a suite of core competency modules; resulting in a 93% retention rate among emerging leaders.Maximized existing and future business capabilities through succession planning, job rotations, and stretch assignments, resulting in 33% of emerging leaders receiving promotions.Revamped District Sales Trainer Program; conducted needs assessment and root cause analysis; best practice approach was embraced by management and launched nationwide.Manage vendor relationships regarding make vs. buy decisions to optimize knowledge, selling skills, administrative capabilities, reach, and frequency target objectives.Act as a Brand Ambassador representing company on the Joint Commercial Committee to gauge product performance and ongoing workforce management.Create an environment where trainers value, and are trained in, the design and implementation of assessments, and the use of progress data to shape the delivery of instruction.

Cardiovascular, Diabetes, HIV, Men's Health, Women's HealthLed all aspects of direct recruitment, training and leadership of 10+ sales reps.; managed P&L/budget of $300,000. Created detailed learning product portfolios for skill building. • Provided results-oriented training for sales team; achieved ranking as “Top Third” District in delivering sustainable revenue and gross profit margin. (2004-2007) • Recipient of two “President’s Club” awards for effective orchestration and execution of process improvement methodologies for departmentally focused engagements. • Identified short/long term skill gaps. • Managed development investments to close gaps, accelerate internal development, retain high performers, and ensure development of emerging talent. • Drove effective selling through coaching and mentoring; established fiscal year goals for product portfolio reach and revenue, operational, and market performance metrics.  • Provided high quality, interactive training through various delivery methods such as blended learning, coaching, and action learning to Regional leaders and staff.

Specialty Sales Representative: Cardiovascular, Oncology, HIV, Endo, Urology• Created competitive advantage, developed tactical plans, and territory management goals with precise execution; increased Marinol product sales by 81% in 12 months. • Generated an 89% increase in retail volume; built trust and credibility among providers to sell products based on features and benefits vs. price-based selling. • Collaborated with management to conduct issue diagnosis and performance development and determined best interventions to drive high performance levels. • Produced record-breaking results with a combined 122% increase in product sales as a Specialized Markets Sales Representative. (2001-2002)

Built sales infrastructure for 150+ sales force; created a formal selling model, competitive and market assessments, product and learning services roadmap, quarterly and annual objectives.Ranked in "Top 20%" among sales reps.; influenced prescribing habits through effective sales presentations and educational meetings for targeted physicians and medical staff.Achieved a 50% increase in promoted agents; heightened presence and competitive positioning, resulting in significant increase in pharmaceutical sales.Tapped by management as District Sales Trainer for a new product launch; oversaw adaptation of existing tools and development of process and cost efficiency solutions.Recognized as #1 among 12 sales representatives for 1st six months launch of WelChol.