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The Head of Learning & Development, North America (NAM) is an integral part of the global Commercial L&D organization, reporting to the Global Head of Commercial Learning & Development. While globally connected, this role is accountable for supporting the NAM region’s strategic objectives by designing and delivering a tailored learning curriculum.

This includes leading the transformation of our sales training process—shifting toward a scalable, value-based selling methodology that aligns with our customer-centric strategy and drives measurable commercial outcomes. This role ensures that global frameworks are adapted to meet regional needs, enabling consistency in capability building while addressing local market dynamics.

Key Responsibilities:

Strategy & Design

• Expertise in adult learning principles, instructional design, and modern learning technologies. Ability to source, evaluate, and implement scalable methodologies—especially for sales training and execution.
• Develop and own the NAM L&D strategy for the commercial organization, aligned with business goals and performance outcomes.
• Define competency frameworks and career pathways for all commercial roles, including Account Executives, KAM, Sales Managers, Product Specialists, and others.
• Ensure scalability of programs across diverse markets while allowing for regional customization.
• Partner with commercial leaders to define competencies and behaviors critical to success in customer-facing roles.

Execution & Delivery

• Lead the design and implementation of onboarding, skills-based training, leadership development, and functional academies.
• Establish and manage an NAM L&D calendar, incorporating product launches, strategic priorities, and market needs.
• Drive consistent adoption of learning technologies (e.g., LMS, virtual learning platforms, digital coaching tools).
• Lead a team of learning professionals and collaborate with external vendors as needed.
• Oversee the development of training content, including role-plays, manager toolkits, and reinforcement mechanisms and keeping with current industry trends.

Performance & Impact

• Define KPIs and performance metrics to assess program effectiveness and learning ROI (e.g., time-to-productivity, quota attainment uplift, competency mastery).
• Continuously evolve content and formats based on data, feedback, and commercial priorities. Promote a learning culture embedded in the business with measurable impact on execution and commercial success.
• Ensure integration of learning programs into broader talent development and performance management systems.

Qualifications:

• 10+ years of experience in Learning & Development, with at least 5 years in a commercial leadership role.
• Proven success in designing and implementing sales training programs, ideally in a global or matrixed organization.
• Proven success in leading global training initiatives across geographies and cultures.
• Deep understanding of adult learning principles, instructional design, and sales enablement.
• Experience with methodologies such as SPIN Selling, Challenger, or Miller Heiman is a plus.
• Strong stakeholder management and communication skills.
• Ability to lead cross-functional initiatives and influence at all levels of the organization.
• Bachelor’s degree in business, Marketing, Strategy, or related field. MBA preferred.
• Familiarity with CRM tools and their role in sales enablement.
• Understanding of go-to-market models and commercial excellence frameworks.

Success Metrics:

• A fully operational commercial academy with clear tracks per role and career stage within 6-12 months.
• Tangible improvement in onboarding time, field productivity, and leadership pipeline.
• Improvement in commercial performance metrics (e.g., win rates, deal velocity, customer satisfaction).
• Increased manager engagement in coaching and reinforcement activities.
• Positive feedback from sales teams on training relevance and effectiveness.
• Integration of learning outcomes into performance reviews and talent assessments
  

Key Competencies:

• Strategic Thinking & Commercial Acumen: Ability to align learning strategies with business goals, particularly in commercial and customer-facing areas. Understands the impact of learning on revenue generation, sales enablement, and market competitiveness.
• Global Leadership & Influence: Proven experience leading global teams and initiatives across regions and cultures. Skilled in influencing senior stakeholders and driving alignment across matrixed organizations.
• Learning Innovation & Methodology Design: Expertise in adult learning principles, instructional design, and modern learning technologies. Ability to source, evaluate, and implement scalable methodologies—especially for sales training and execution.
• Data-Driven Decision Making: Uses learning analytics and performance metrics to assess impact and continuously improve programs. Familiarity with tools like Workday and other HRIS platforms for tracking development outcomes.
• Change Leadership & Transformation: Leads through ambiguity and drives cultural change through learning. Champions continuous learning as a lever for transformation and agility.
• Talent Development & Succession Planning: Deep understanding of potential assessment frameworks (e.g., aspiration, ability, engagement). Builds leadership pipelines and supports high-potential talent development.
• Collaboration & Cross-Functional Partnership: Works closely with HRBPs, business leaders, and external vendors to co-create impactful learning experiences. Facilitates knowledge sharing and peer learning across functions and geographies.

Key Interfaces

Internal Stakeholders

• Global Commercial Operations: Strategy alignment, performance data, execution planning.
• Zone and Country Commercial Leaders: Local adaptation, rollout support, talent feedback.

• Business Lines & Product Management: Product training content, value proposition alignment.
• HR / Talent Development: Career architecture, leadership development integration.
• Marketing & Enablement Teams: Campaign integration, tools utilization.

External Stakeholders

• Training vendors and consultants.
• Learning technology providers.
• Industry benchmarking partners (as needed).
  

Who we are: We are a team of more than 73,000 highly dedicated Healthineers in more than 70 countries. As a leader in medical technology, we constantly push the boundaries to create better outcomes and experiences for patients, no matter where they live or what health issues they are facing. Our portfolio is crucial for clinical decision-making and treatment pathways.

How we work: When you join Siemens Healthineers, you become one in a global team of scientists, clinicians, developers, researchers, professionals, and skilled specialists, who believe in each individual’s potential to contribute with diverse ideas. We are from different backgrounds, cultures, religions, political and/or sexual orientations, and work together, to fight the world’s most threatening diseases and enable access to care, united by one purpose: to pioneer breakthroughs in healthcare. For everyone. Everywhere. Sustainably.

To find out more about Siemens Healthineers businesses, please visit our company page here.

The annual base pay for this position is:

Min $184,500 - Max $276,700

Factors which may affect starting pay within this range may include geography/market, skills, education, experience, and other qualifications of the successful candidate.

If this is a commission eligible position the commission eligibility will be in accordance with the terms of the Company's plan. Commissions are based on individual performance and/or company performance.

The Company offers the following benefits for this position, subject to applicable eligibility requirements: medical insurance, dental insurance, vision insurance, 401(k) retirement plan. life insurance, long-term and short-term disability insurance, paid parking/public transportation, paid time off, paid sick and safe time.

Equal Employment Opportunity Statement: Siemens Healthineers is an Equal Opportunity and Affirmative Action Employer encouraging diversity in the workplace. All qualified applicants will receive consideration for employment without regard to their race, color, creed, religion, national origin, citizenship status, ancestry, sex, age, physical or mental disability unrelated to ability, marital status, family responsibilities, pregnancy, genetic information, sexual orientation, gender expression, gender identity, transgender, sex stereotyping, order of protection status, protected veteran or military status, or an unfavorable discharge from military service, and other categories protected by federal, state or local law.

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