Learning & Performance Manager | Gulf (Based in Cairo)
We couldn't confirm this posting on Amgen Egypt LLC's site in our latest checks -- see current similar openings below.
About this opportunity
Career Category
Training
Job Description
About the job
HOW MIGHT YOU DEFY IMAGINATION?
If you feel like you’re part of something bigger, it’s because you are. At Amgen our shared mission, to serve patients, drives all that we do. It is key to our becoming one of the world’s leading biotechnology companies. We are global collaborators who achieve together, researching, manufacturing and delivering ever-better products that reach over 10 million patients worldwide. It’s time for a career you can be proud of. Join us.
Job Purpose
The Learning & Performance Manager serves as a business partner ensuring alignment between organizational priorities and learning initiatives. The role drives capability building, employee development, and performance excellence by designing and delivering impactful learning programs that support business growth and employee experience.
Key Responsibilities
Partner with functional leaders to identify capability gaps and align learning strategies with business objectives.
Design and implement a comprehensive learning and development (L&D) strategy for Gulf Cluster.
Lead capability-building initiatives that strengthen leadership, technical, and professional skills.
Ensure alignment with global Learning & Performance priorities and frameworks.
Lead the development and execution of training programs.
Ensure effective learning delivery through a mix of methodologies (virtual, in-person, digital learning).
Monitor program effectiveness through evaluation, feedback, and continuous improvement practices.
Partner with HR and business leaders to drive talent development, succession planning, and employee growth.
Collaborate with HR teams, commercial, medical, and support functions to ensure learning solutions meet business needs.
Maintain compliance with internal policies and local regulatory requirements.
Utilize learning analytics and metrics to measure ROI and inform decision-making.
Key Requirements:
Minimum of 5–8 years of experience in Learning & Development / Learning & Performance function
Current or previous experience within one of the pharmaceutical MNCs
Experience in designing and delivering training programs and development initiatives
Strong understanding of learning principles and instructional design
Proven ability to lead projects, programs, and cross-functional initiatives
Experience in stakeholder management and business partnering
Strong facilitation, coaching, and presentation skills
Strategic mindset with ability to translate business needs into learning solutions
English Fluency, French is a huge plus.
Thrive
What You Can Expect Of Us
As we work to develop treatments that take care of others, so we work to care for our teammates’ professional and personal growth and well-being.
Vast opportunities to learn and move up and across our global organization
Diverse and inclusive community of belonging, where teammates are empowered to bring ideas to the table and act
Generous Total Rewards Plan comprising health, finance and wealth, work/life balance, and career benefits
Apply now for a career that defies imagination
In our quest to serve patients above all else, Amgen is the first to imagine, and the last to doubt. Join us.
Amgen is an Equal Opportunity employer and will consider you without regard to your race, color, religion, gender, sexual orientation, gender identity, national origin, protected veteran status, or disability status.
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Job details
How this role compares
Computed from every other active Training role in our database, not just this employer's listings.
We currently track 9 comparable Manager Training roles across 6 biopharma companies.
Salary context
None of this role's 9 tracked peers disclose a salary range yet.
Where these roles are based
Top locations among the 9 comparable roles
Seniority mix
9 of 9 peers have a known seniority level
Therapeutic area mix
0 of 9 peers have a known therapeutic area; the rest are genuinely unlabeled, not hidden
No peers with a known therapeutic area yet.
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Every comparison starts from the same 100-point budget: 25 for working in the same function, 40 for the same therapeutic area, 20 for the same or adjacent seniority, 15 for the same country. A dimension we can't confirm on both sides contributes nothing, never a guess, never a free pass.
0 points, never a partial guess. A role we know almost nothing about beyond its function bottoms out at 25%; it never inflates to 100% just because there's little to compare against. Seniority uses a defined ladder (Associate → Manager → Associate Director → Senior → Principal → Director → Senior Director → Executive/VP) so "Director" and "Senior Director" count as adjacent, but "Director" and "Executive/VP" do not.