| Job Description : |
Manager, Drug Management Strategy
The Drug Management Strategy Manager is responsible for development and oversight of Company clinical drug management strategies. This position has direct reports.
Department: Clinical Operations
ESSENTIAL DUTIES AND RESPONSIBILITIES:
Develop clinical drug management programs to achieve lower net cost, maximize health outcomes, and higher levels of satisfaction for plan sponsors and membersCollaborate with internal teams to ensure achievement of clinical and financial objectives and meeting market demand
Build efficient processes for the maintenance of Company drug lists through ownership of programsCreate procedures for updating drug lists including input from multiple departments within the organizationWork with Formulary Program Analyst to ensure valid metrics for drug list updates and maintenanceCreate value proposition and market message for clinical drug management programsDevelop presentations around drug management programs for quarterly business reviewsProvide analytical support for programs that drive innovative, proactive solutions to improve client utilization costs and trendsCreate and maintain global clinical programs that apply to all lines of business and platformsConsult in identifying trends, forecasting, and future planning for development of new programs and opportunitiesImplement monitoring processes to ensure drug management lists are adjudicated in a timely mannerWork with internal teams to create procedures for implementing drug management listsAssist with Sales/Account Management, as neededEncourage change and innovation throughout the organization, develop innovative ideas and solutions, encourage others to take appropriate risks, and motivate others to embrace changeBuild and foster relationships with internal teams through quality clinical service deliveryLead and participate in internal meetings related to clinical programs that are managed
Manage direct reports in accordance with company policies in an equal manner that ensures confidentialityLead and mentor staff to improve skillset and career potentialAdvise on employee promotions, transfers, and dismissalsOther duties as assigned
REQUIREMENTS:
Bachelor’s degree in pharmacy or Pharm.D.Must maintain an active pharmacist license in good standing in at least one state5 years’ experience in managed care requiredDemonstrated experience with URAC and/or NCQA required
Proficient in Microsoft Office and industry related software programsStrong data analysis and presentation skillsAbility to exercise considerable judgment, maintain confidentiality, and act in a diplomatic mannerA good educator who is trustworthy and willing to share information and serve as a mentorAbility to independently identify, research and resolve issuesAn intelligent and articulate individual who can relate to people at all levels of an organization and possesses excellent communication skillsA decisive individual who possesses a strategic focus as well as an operational, implementation, and detail oriented perspectiveAbility to lead and work with peers in a team effortDemonstrated ability to manage multiple priorities and deadlinesA well-organized and self-directed individual who is able to work with minimal amount of supervisionCapability to efficiently complete tasks in a fast paced environmentAbility to work extended hours, weekends, and holidays pursuant with industry demands
PREFERRED QUALIFICATIONS:
Doctor of Pharmacy degree
BPS board certified pharmacist
WORK ENVIRONMENT:
Includes a typical home based office environment, with minimal exposure to excessive noise or adverse environmental issues.
PHYSICAL REQUIREMENTS:
Ability to sit for prolonged periods of time
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c) |
