Associate Director, Launch HEOR

Launch HEOR Associate Directors will partner across GDD, TAs, MAP, Regions and priority countries to support development and implementation of impactful and winning HEOR, IEP and access-relevant evidence generation strategies and tactics such that enable priority countries to secure broad and rapid access, reimbursement, and adoption for priority pre-launch and launch stage IM brands, improved healthcare system value proposition and better patient outcomes, and that support new commercial models.

Launch HEOR Associate Directors will support development and delivery of all aspects of the HEOR strategy and execution for priority assets from FDP through launch and post-launch until handover to IBBI. This role will specifically focus on pre-launch and Launch assets residing within International TA teams. With International TAs, early HEOR Associate Directors will co-develop HEOR strategies and tactics with specific focus on priority countries (US, CN, DE, JP), major HTA architypes (e.g., UK/CAN) and Budget Impact archetypes (e.g. Italy and/or Spain) needs and feasibility. They will work in close partnership, collaborate and influence strategic TAs cross-functional teams, GPTs, R&D teams in NIBR & GDD, Region and priority Country teams to enhance patient outcomes and access and healthcare system value for early IM assets.

Your Key Responsibilities:
Your responsibilities include, but are not limited to:

– Support the development and delivery of winning HEOR strategy and tactics, with high quality and timely availability, including outcomes research and other relevant access and healthcare systems evidence and HEOR deliverables (incl. Global Value Dossier, Cost-effectiveness Models, Budget Impact Models, evidence synthesis, PCO or PRO strategy, access-enabling studies, etc.)

– Help to ensure that payer and healthcare needs are reflected into Phase 3b/4, RWE and coordinated evidence plans to meet the needs of external authorities and institutions involved in reimbursement, pricing, access and healthcare systems decisions.

– Collaborate across divisions and functions to help ensure effective integration of HEOR and payer evidence deliverables (global value dossiers, cost efficiency and budget impact models) into coordinated product strategies, to enable and support in-country reimbursement submissions / negotiations

– Partner closely with Regional and Country teams to help craft and oversee rollout of global HEOR and payer-evidence strategies and to support local launch preparations and activities concerning access, HEOR, HTA and payer interactions, to achieve reimbursement and other positive funding recommendations and efficient access.

– Support interactions with payers and relevant customer groups in priority countries, gathering of Country-level insights and feedback, integration into winning HEOR and payer strategies and tactics, incorporating HEOR perspective in overarching cross-functional product strategies and tactics

– Help to establish and maintain relationships with key economic modeling, outcomes research and HEOR talent and leaders in the field, both outside and inside the company; Stay abreast of external developments, trends and other dynamics that affect the HEOR and HTA domain and driven position of Novartis assets; share findings and facilitate hands-on utilization of HEOR deliverables throughout the broader organization.

– Support Head of Early HEOR, as well as Head of HEOR & PCO in external engagement (with HTA bodies, policy makers, regulatory agencies, HEOR scientific groups) to craft the HTA environment, the HEOR field and advises the organization on opportunities and risks.

– Embrace change, help implement the new ways of working from Transforming for Growth, develop and improve improved ways of working with a focus on flexibility and efficiency.

The pay range for this position at commencement of employment is expected to be between $174,400 and $261,600/year; however, while salary ranges are effective from 1/1/23 through 12/31/23, fluctuations in the job market may necessitate adjustments to pay ranges during this period. Further, final pay determinations will depend on various factors, including, but not limited to geographical location, experience level, knowledge, skills and abilities. The total compensation package for this position may also include other elements, including a sign-on bonus, restricted stock units, and discretionary awards in addition to a full range of medical, financial, and/or other benefits (including 401(k) eligibility and various paid time off benefits, such as vacation, sick time, and parental leave), dependent on the position offered. Details of participation in these benefit plans will be provided if an employee receives an offer of employment. If hired, employee will be in an “at-will position” and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors.