Sr. Manager, Commercial Learning

The Senior Manager, Commercial Learning role at Biogen focuses on developing and implementing training programs that enhance the capabilities of commercial customer-facing teams. The role involves various responsibilities including designing training materials, collaborating with sales and marketing teams, and applying effective learning strategies to support product launches and ongoing education.

To successfully apply for the Senior Manager, Commercial Learning position at Biogen, candidates should have 3-5 years of experience in Learning and Development or a related field, particularly in the pharmaceutical or biotech industries. A bachelor's degree is required, accompanied by strong communication, presentation skills, and a solid understanding of the selling process.

Preparing for an interview for the Senior Manager, Commercial Learning role at Biogen involves researching the company's values and mission, understanding the ADDIE training model, and familiarizing yourself with therapeutic areas relevant to Biogen. Moreover, be ready to discuss your experiences in developing training programs and managing multiple projects effectively.

The Senior Manager, Commercial Learning at Biogen focuses on designing a variety of training programs. This includes new hire training, product launches, regional and national meetings, as well as distance learning initiatives, which all aim to elevate the skills and knowledge of commercial representatives.

The team culture at Biogen for the Senior Manager, Commercial Learning role is collaborative and inclusive. Employees are encouraged to share diverse ideas and perspectives, and there is a strong commitment to personal and professional growth. This environment fosters innovation and empowers individuals to make a real impact in the healthcare industry.

Biogen provides various tools and resources to support the Senior Manager, Commercial Learning role, including access to content approval systems like Veeva Vault. The role also involves collaboration with external vendors to produce high-quality learning content, ensuring that the training programs are both effective and impactful.

Biogen is deeply committed to fostering a culture of diversity and inclusion within the workplace. For the Senior Manager, Commercial Learning position, this means promoting an environment where all employees feel valued and empowered, reflecting the diverse backgrounds of the communities Biogen serves, which enhances creativity and innovation within the company.

When designing training programs for commercial teams, I focus on understanding the specific needs and gaps in knowledge within the team. I start by conducting assessments and surveys to gather data on the current skill levels. Using the ADDIE model, I develop tailored content that aligns with the company’s objectives, and then implement interactive and engaging delivery methods to enhance learning retention.

My experience with the ADDIE model involves applying it in various training program developments. I begin with the Analysis phase to determine training needs, followed by Designing specific learning objectives. Next, I develop content, Implement training sessions, and finally, Evaluate the effectiveness of the training through assessments and feedback to ensure that learning goals were met.

To ensure compliance when creating training content, I collaborate closely with Regulatory and Legal teams to understand guidelines and restrictions. I also integrate compliance checks throughout the content development process, using templates that are pre-approved while keeping detailed records of all training materials for audit purposes.

In my previous role, I was responsible for managing multiple training initiatives for a product launch while also supporting ongoing education for the sales team. I utilized project management tools to prioritize tasks, set clear timelines, and conduct regular check-ins with stakeholders. This approach helped ensure timely completion of all projects without compromising quality.

To assess the effectiveness of training programs, I use a combination of quantitative and qualitative methods. This includes pre- and post-training assessments to measure knowledge gain, as well as surveys and feedback sessions to gather insights on participant satisfaction. Analyzing performance metrics post-training also ensures that the training translates into improved job performance.

To accommodate different learning styles, I employ a blended learning strategy that combines various methods, such as interactive workshops, e-learning modules, and one-on-one coaching sessions. This approach ensures that I reach all types of learners—visual, auditory, and kinesthetic—thus enhancing engagement and retention.

Technology plays a crucial role in my training initiatives by enabling interactive and flexible learning environments. I leverage tools like learning management systems (LMS) for delivering content, virtual classrooms for remote training, and multimedia resources to enrich the learning experience. Technology allows for tracking progress and ensuring accessibility for all participants.

If a training participant struggles to understand the material, I would first assess their level of comprehension and identify specific areas of difficulty. I would then offer additional support by providing one-on-one coaching, supplementary resources, or adjusting the delivery method to clarify complex concepts. My aim is to ensure that every participant feels comfortable and ultimately gains the knowledge needed.

A successful training program I implemented focused on new product launches. What made it effective was the collaborative approach taken—engaging cross-functional teams early in the design phase, utilizing real-world case studies, and integrating interactive simulations. The feedback on knowledge retention and application in the field was overwhelmingly positive, demonstrating its success.

I stay current with industry trends and best practices in training by participating in professional development courses, webinars, and industry conferences. I also follow thought leaders in learning and development on social media and subscribe to relevant publications. Staying connected with peers in my network allows me to exchange ideas and bring innovative strategies back to my organization.