Executive Director, Strategy and Operation Lead – US Hematology & Oncology
Working with Us
Challenging. Meaningful. Life-changing. Those aren’t words that are usually associated with a job. But working at Bristol Myers Squibb is anything but usual. Here, uniquely interesting work happens every day, in every department. From optimizing a production line to the latest breakthroughs in cell therapy, this is work that transforms the lives of patients, and the careers of those who do it. You’ll get the chance to grow and thrive through opportunities uncommon in scale and scope, alongside high-achieving teams rich in diversity. Take your career farther than you thought possible.
Bristol Myers Squibb recognizes the importance of balance and flexibility in our work environment. We offer a wide variety of competitive benefits, services and programs that provide our employees with the resources to pursue their goals, both at work and in their personal lives.
Position Summary
The Head of Strategy & Operations for Hematology & Oncology will support the US commercialization success through setting the strategic agenda for the leadership team, identifying new business opportunities and leading key initiatives/projects. This position will also play a key role in the development of the US Hematology and Oncology calendar with the functions and execution of business reviews. This role is critical to the overall business strategy, the financial success of the BU, the effectiveness of the Hematology & Oncology leadership team and will work closely with the SVP Hematology & Oncology, her direct reports and matrix team members.
Key Responsibilities
Strategy & Direction:
- US Hematology & Oncology strategic narrative including leading presentations for Board of directors, BMS LT, and investor relations.
- Partnering with finance and BIA on development of business updates to leadership.
- Developing Hematology & Oncology LT key strategic imperatives and priorities. Monitoring success vs. priorities.
- Designing innovative business models and solutions across the function.
- Identifying and leading key strategic projects to drive business forward including projects within US Heme & Oncology and across the BUs as required.
- Lead partnership with respective Hematology and Oncology Strategy and operations leads, ensuring communications of key strategies and tactics to the business, and ensuring accountability.
Leadership & Matrix Alignment
- Acting as an ambassador of the US Hematology & Oncology and Heme/Onc. Leadership team with its key stakeholders.
- Contribute to relevant US sub-teams and working teams, or lead US Hematology & Oncology strategic projects, as required.
- Driving strategic planning process in collaboration with the relevant functions.
- Unblocking barriers to knowledge and decision making and support navigation of complex challenges for Hematology & Oncology LT and key stakeholders.
- Ensuring seamless collaboration with Strategy and Operations respective Leads for Hematology & Oncology.
Stakeholder Engagement & Communication
- Effectively interfacing with various Leadership teams and across BMS matrix to ensure appropriate understanding of US Hematology & Oncology strategic priorities, to ensure cross functional alignment and minimize company risk.
- Drive enterprise initiatives such as process simplification, engagement, transformation at US Hematology & Oncology level.
- Representing US Hematology & Oncology at meetings in place of leader as necessary.
Qualifications & Experience
- Masters Degree or MBA preferred but not required.
- Marketing experience strongly desired including understanding of US markets; Business Unit Director (or similar) experience would be a benefit.
- Mastery in commercialization (marketing, sales and market research), launches and life cycle management processes.
- Understanding of regulatory policies and impact of public relations within US.
- 10+ years of commercial business experience including US and/or international experience.
- Leadership experience in selecting, leading, developing, motivating and achieving results through teams.
- Demonstrated agility to navigate and find solution in complex markets.
- Experience of change management leading teams through organizational transformation.
- Ability to provide a strong voice to the team and success in effectively communicating and influencing decisions with senior management and matrix team.
- Ability to “flex” across different types of cultures, work, complexities, business situations and matrix partners.
- Demonstrated ability to successfully and effectively collaborate and work across boundaries (e.g. R&D, disease mgt., marketing, external development) and building strong external relationships.
- Functional knowledge of Pricing & Reimbursement, Outcomes Research, Government Affairs, Corporate & Business Communications, Regulatory Affairs, Payer Management.
- Broad and in-depth understanding of domestic and international issues relative to the pharmaceutical industry.
LEADERSHIP CAPABILITIES: ESTABLISHED LEADER
ENTERPRISE MINDSET – Capability to make decisions, set priorities and create strategies based on what will benefit the whole. Build and maintain networks within and outside of the organization to both strengthen their understanding of the big picture and leverage diverse perspectives, experiences and expertise to maximize performance. Thinks more broadly than their role and uses this insight to prioritize, challenge and adapt current approaches. Makes short term trade-offs and or shares resources in order to create benefit for the long term. Actively deploys people on work streams outside of their team to strengthen understanding of other areas. Maintains a network of relationships internal and external to BMS.
CHANGE AGILITY – Capability on constantly thinking ahead and scanning the environment for opportunities. Able to navigate ambiguity for themselves by demonstrating smart risk taking and personal resilience. Lead others through change by continuously creating the context and engaging individuals. Identifies and takes advantage of opportunities to do something new and different. Able to frame and simplify complex situations into actionable plans, thinks two or three steps ahead. Remains optimistic in the face of a crisis, handles risk and uncertainty with confidence. Gets people to focus on the important points before, during, and after the change.
AUTHENTIC LEADERSHIP – Capability to build legitimacy through cultivating honest relationships. Generate trust by demonstrating the highest level of consistency between their words and their actions, especially under pressure. Role model and promote an environment of openness. Proactively seeks and acts on feedback. Reflects upon own development and growth as a continuous process. Understands and manages own imperfections. Is sensitive to the needs of others and proactively seeks to understand.
TALENT DEVELOPER – Capability to maintain a current and strategic view of talent management, aligned with the organization’s priorities. This includes an understanding of the needs and diversity of the organization’s current and future talent. In addition, proactively develop talent across the organization and engage external talent. Creates opportunities for others within and outside of own team to develop new skills and experiences. Sees setbacks and failures as an opportunity to learn and grow. Hires from a diverse talent pool with capabilities matching BMS needs. Leverages external network to fill vacancies and/or connect others with hiring needs. Builds talent planning into strategy planning.
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