Trina Lima Email and Phone Number

Responsible for defining the strategy and culture of Learning at Sanofi. Leads a team in charge of defining enterprise learning standards, performance framework, learning experience & culture, governance model and driving innovation at scale.• Manage a team of learning professionals and serve on the Global Learning Organization leadership team.• Drive and embed a One Sanofi learning strategy, standards & process definition.• Partner across Sanofi to ensure clear governance and linkage between business strategy, required organizational and employee capabilities and learning portfolios (aligning the learning organization activities with the wider capability governance and operating model)• Facilitate strategic governance with extended learning ecosystem and manage key stakeholders.• Oversee Learning quality and impact. Advise on performance framework / target definition & mitigating actions to ensure quality and impact of learning initiatives. Monitor Global Learning KPIs.• Manage the Global Learning budget to ensure optimal allocation of funds to maximize impact across the enterprise.• Advise on learning technology strategy and roadmap.• Support Sanofi’s journey to common taxonomies (competencies vs skills, etc.) and global methodologies for organizing learning around skills / priority capabilities, including standardizing frameworks to avoid duplication and establish common skills language linked to learning

Partner with the various Learning Institute Heads, Global Business Unit (GBU) Learning stakeholders, the OC&T team, and wider People & Culture stakeholders to enable our people to have the right learning in the right place at the right time to ensure they can do their job today and prepare themselves for the future.• Drive and embed a clear global learning strategy across Sanofi, as part of our wider People and Culture agenda, as well as the strategic and operational agendas of the various Learning Institutes, GBU learning teams and other key stakeholders• Partner across Sanofi to ensure clear governance and linkage between business strategy, required organizational and employee capabilities and our learning portfolios (aligning the learning organization activities with the wider capability governance and operating model)• Support Sanofi’s journey to common taxonomies (competencies vs skills, etc.) and global methodologies for organizing learning around skills / priority capabilities, including standardizing frameworks to avoid duplication and establish common skills language linked to learning• Partner across the Global Learning team and various LI’s to establish a common view of 'what great looks like' in a best in class learning organization across the learning value chain• Define a ‘heat map’ of critical transversal, cross-GBU cross-LI opportunities throughout the learning value chain and translate these into clear enterprise-wide actions and accountabilities in partnership with the Sanofi Learning Council

Lead an organization in support of learning for the Vaccines Industrial Affairs US sites. Implemented a new ecosystem to enable automated, simplified and standardized learning support to the US sites. Ensure our annual learning plan is in support of the necessary regulatory compliance requirements and the organization's strategic priorities. • Conducted an organizational gap assessment, identified organizational capability gaps, continuous improvement opportunities and redundancy. • Implementing a standard curricula framework that maximized automated LMS functionality and elevated the employee experience.• Drive a learning culture by delivering innovative blended learning solutions and implemented an on-the-job redesign to ensure effectiveness and reduce upskill time.

Covance, Princeton, NJ 2017-2021Executive Director, Global Learning & Change ManagementLed a global organization of learning and change professionals. Re-designed/re-structured the existing Global Learning & Change Management organization and expanded the scope. Implemented a new ecosystem to enable a tiered service offering for both learning and change management to the organization. Ensured our book of work is in support of the organization’s strategic priorities and business objectives (including HR initiatives). • Conducted an organizational gap assessment, identified organizational capability gaps, continuous improvement opportunities and redundancy. • Implemented a Change Management COE which includes standard process and tools• Implemented a standard change management support model for HR related initiatives (including M&A and integration activities).• Drove a learning culture by delivering blended learning solutions utilizing a continuous learning model and the implementation of a learning technology roadmap to enable the modern learner.• Managed the implementation of sourcing strategies, portfolio management strategy, capacity planning, service level agreements, ADKAR (Prosci) change management process, ADDIE process, standard set of content authoring tools, key performance indicators, and learning operations optimization.• Provided rapid course development support and innovative learning solutions for the COVID-19 Business Continuity team.• Directed the design, development and implementation of learning programs. Provided oversight for change management strategies.

• Designed and implemented a corporate learning academy for the organization. Implement blended learning solutions. • Strategically assessed skill and knowledge gaps for the organization and provided oversight for the design, development and implementation of innovative effective learning solutions to meet individual and organization needs (many modalities). Responsible for the implementation of a comprehensive corporate learning strategy.• Responsible for creation and implementation of a strategic plan for training effectiveness and learning metrics.• Deploy and implement a corporate LMS to the organization.• Develop/manage sourcing strategies and global learning vendor spend to drive cost savings.• Provided expertise and guidance to an integrated learning network to create a culture where learning is embedded in the work, shared and leveraged across the organization.

• Provided strategic and operational leadership. Responsible for designing, staffing, standing up and leading the new Global Leaning Solutions Design & Development organization in support of the Merck enterprise (40 employees).• Coached and led a team of Global Regional Learning Design & Development managers (manager of managers).• Responsible for providing strategic guidance and oversight for all training needs analysis, design, and development of learning solutions across the Merck enterprise (includes leadership, professoinal skills, business, application/system, scientific, technical, commerical, compliance and regulatory).• Drive a learning based culture through the implementation of the 70/20/10 model, the 5-Step learning model and bite sized learning.• Accountable for the overall quality and execution of all learning design and development projects.• Managed the portfolio of global learning projects in support of the entire Merck enterprise. Drive efficiency, cost reduction and elimination of redundancy. • Accountable for the implementation of the enterprise wide Professional Skills curricula for Merck.• Developed/managed sourcing strategies and global learning vendor spend to drive cost savings.• Collaborated with the design and measurement COE to identify/define tools and standards.• Partnered with performance consultants to optimally meet the needs of clients to address performance gaps.• Collaborated with business stakeholders across the enterprise to ensure all services provided meet SLAs and expectations.

• Managed and coached direct reports• Accountable for building and sustaining a Center of Excellence for Learning Solutions Design and Development for the Merck Manufacturing Division (MMD). • Determined learning strategy for design, development and implementation of high-impact innovative learning solutions and curricula to build technical, functional, and sub-functional skills; achieve KPI’s (reduce deviations, improve compliance, improve supply time, etc.) to increase individual performance and organizational capability.• Provided oversight for the design, development and implementation of innovative effective learning solutions to meet individual and organization needs (many modalities).• Responsible for creation and implementation of a strategic plan for training effectiveness and transformation.• Responsible for creating effective learning systems, standards and metrics.• Developed/managed sourcing strategies and global learning vendor spend. • Provided guidance to an integrated learning network to create a culture where learning is embedded in the work, shared and leveraged across the organization.

• Managed and coached direct reports. Provided oversight for the learning portfolio and budget.• Merck Polytechnic Institute (MPI) leadership team member serve as a leader in MPI, actively developed, supported and implemented our strategy and championing our policies and decisions to the department. Proactively and collectively support the MPI Objectives.• Partnered with the Senior Leaders in the Discovery & Preclinical Sciences (DPS) subdivision in Merck Research Laboratories (MRL) organization to create and implement strategic learning plans that are in alignment with subdivision/company goals and objectives. Responsible for the learning budget dedicated to this subdivision.• Responsible for directing the development of training program design and for establishing service level agreements with the business. This included ensuring appropriate staffing levels to support projects and overall integration of learning projects.• Provided input, guidance and coaching on learning related issues. • Shaped divisional/company learning strategies to meet functional business strategies. • Aligned and communicated divisional priorities within the department.• Partnered with Learning Managers and Training Facilitators on design and delivery (where appropriate) of learning strategies and solutions. • Engaged in prioritization and resource decisions with other Learning Partners, Learning Managers, Portfolio Integration team and other key stakeholders to ensure connectivity and proper resource allocations for all initiatives. • Performed enabling activities to ensure on-going effectiveness of solutions including monitoring appropriate metrics to ensure overall success.

• Provided strategic and operational leadership for training for Pharmaceutical Sciences and Drug Metabolism (PharmSci) organization. • Ensured efficient, effective, and compliant global Training Quality Management systems covering GMP and GLP.• Responsible for managing departmental training budgets.

o Managed direct reports, coach, train, develop, and provide performance assessmentso Implemented and maintained Center of Excellence for Curricula Design and Training Content & Deliveryo Provided strategic leadership to drive continuous improvement for the design, development, and delivery of foundational training programs (e.g. Train-the-Trainer) o Owned foundational training program procedures and ensure alignment with appropriate corporate standardso Implemented process improvements for PharmSci training (SME qualification, vendor qualification, and analyst qualification)o Managed the enhancement and maintenance of training programs for pillar quality systems, critical initiatives, vendors and electronic systemso Identified organizational needs for external training covering compliance, technical, leadership competencieso Developed strategic partnerships where appropriateo Served as the key interface with department representatives regarding training materials and programs

Conducted, wrote, directed, tracked, approved, and trended GMP investigations pertaining to all Totowa GMP non-conformances and deviations (Tablet/Capsule, Packaging, Incoming QA, and Contract QA) using root cause analysis.Reduced GMP investigation cycle time to 30 calendar days. Utilized metrics to implement system enhancements to maintain continuous improvement.Maintained compliance metrics for product complaints and GMP investigations for the Totowa site. Trained other groups on effective critical issue/resolution/problem solving analysis. Implemented and supported an electronic investigation report system in SAP for Totowa site.

Managed the Biopharmaceuticals documentation group. Analyzed regulatory requirements to ensure that the Biopharmaceuticals Department meets Roche manufacturing and regulatory requirements. Helped Biopharm succeed in implementing OPEX program by developing and implementing systems to meet those requirements utilizing DMAIC and Lean Manufacturing methodologies.Performed production batch record review. Created status reports for various types of documentation; circulated status report for SOP and batch record review. Reduced batch record review cycle time by 60% utilizing DMAIC methodology. Conducted internal audits of the production facilities, documentation and training records. Ensured all compliance issues were addressed and resolved by designated target dates. Maintained departmental compliance metrics. Tracked/trended deviations and resolutions. Tracked and trended investigation reports/CAPAs. Utilized metrics to implement system enhancements to maintain continuous improvement.