CFC Coaching Strategy and Lead Secondment - 12 months

Why Patients Need You

The CFC Coaching Strategy and Lead will serve as the accountable point of contact and lead for all CEPs (across units PC SC OBU HBU) ensuring alignment planning coordination and for all coaching strategy and planned activities including decisions regarding the development and roll out of new capabilities new business processes and new tools/technology impacting how customer facing leaders and colleagues plan execute and measure for optimal coaching impact. The Lead will develop relationships with and quickly gain trust/ feedback across RBD/ KAM RDs through maintaining a network of coaching champions. They will be empowered to prioritize and deprioritize planned engagements with CEPs Sales VPs Commercial Effectiveness CFCs Training and SMEs ensuring that commercial objectives are understood and executed as part of core commercial coaching standards and expectations.

What You Will Achieve

They will be an active partner to CEP leader teams and will have a robust understanding of coaching strategy needs resources innovations and impacted Pfizer efforts that are dependent upon the strategy tools and processes of coaching such as IC Modifier Performance Management ABM / Leader & Rep Curriculums Measurement & Reporting and Continuous Improvement.

They will lead discussions related to coaching effectiveness and impact of all enablement levers related to coaching ensuring they are working in concert to maximize the productivity of the CFC teams coaching approach and evolution. They will work closely with all needed Pfizer functions and will be expected to have a thorough understanding of all coaching priorities & impacted efforts linked to coaching both near and long term to effectively represent GCET CEP and CMO vision and commercial objectives ensuring alignment and synergy.

How You Will Achieve It

Responsibilities are anchored around optimizing the design of new coaching process and capabilities ensuring adoption and seamless integration into existing endtoend field expectations development standards and coaching models. To this end they will partner with needed functions to ensure deliverables are aligned with established needs and objectives so that they inform and enable commercial Best Practices. They will be expected to ensure there is a clear vision for the evolution of coaching strategy tools and principles and be able to articulate how all such activities are laddering up to milestones along the journey towards realizing that vision.

The successful candidate will be a master of people development & formal coaching processes will have strong commercial experiences & acumen will ensure enterprise alignment & and will have a proven track record of effectively engaging stakeholders at all levels. They will also have a proven capability to design and execute communications and change management plans that enable high adoption creating positive user experiences and measurable outcomes.

Reporting to the GCET Sales and Leadership Global Excellence Lead this role will work across all CEPs (ONC Specialty and Primary Care) and HBU teams while also leading coordinating and collaborating across GCET for seamless vertical integration to core training efforts. They will be responsible for engaging with all key functional areas (Px CMO Functions Digital Finance Commercial Effectiveness Legal etc. working in support of and in collaboration with the business fostering a team based environment to amplify contributions that positively impact business objectives and people development.

They will identify and prioritize opportunities to drive systematic approach and organizational related to a systemized coaching approach that enables effective colleague development and documentation to support operational needs related to the IC Modifier Program colleague capability assessments career ladders performance management and capabilitybased coaching.

They will lead quarterly business reviews (QBRs) that bring together insights into coaching plan outcomes innovations and measurement plans enabling proactive oversite and rapid detection of issues requiring course correction as well as best practices that can scale. They will also identify gaps in understanding and adoption across Bus and CFC Leader functions ensuring we have an effective and engaged coaching culture and continuous improvement plan.

The CFC Coaching Strategy and Lead will drive employee engagement initiatives to foster a collaborative environment encouraging crossverticaldesign and implementation of Coaching tools processes and capabilities. They will promote colleague participation and engagement whilst fostering proactive innovative thinking and decision making.

Qualifications

MustHave

• Bachelors Degree MBA or equivalent Masters level education preferred

• 12 years of Pharmaceutical commercial business experience

• Leader of leader experience and customer facing experience

• Demonstrated understanding of CFC endtoend engagement Process and Practices

• Strong understanding of CFC Coaching (leader of people and leader of leaders levels)

• Demonstrated history of leading innovation/transformation and BAU projects

• Leadership experience including collaboration with crossfunction teams and stakeholders

• Proven track record of delivering business performance

• Demonstrated history of leading innovation/transformation

• Demonstrated history of leading business through to a BAU model

• Drive for optimization/excellence and efficiencies

• Delivery of exceptional customer services and experiences

• Excellence in driving highly collaborative and productive crossfunctional relationships

• Demonstrated agility and ability to drive program completion in expedited timelines

NicetoHave

• Strong commercial perspective with insights into the complexities of the evolving pharmaceutical landscape and market innovations.

• Commercial leadership experience with an understanding of how to maximize the impact of CFC development / coaching needs and remove impediments and unnecessary distractions

• Strong interpersonal skills and mastery of working in a matrixed environment with the ability to perform in a highly visible role on behalf of GCET and Commercial

• Track record of strong project management networking and stakeholder management working collaboratively across organizational functions and verticals

• Track record of leading performance management and capabilitybased coaching efforts

• Proactively implements approaches to grow the business and demonstrates an embedded growth mindset

• Proactively implements approaches to simplify the business and embeds a simplicity mindset within self and stakeholders

• Possess a high energy level strong sense of urgency creativity decisiveness ability to work hard and to operate optimally under pressure in often ambiguous environments

• Strong ability to work in white space and drive towards aspirational vision

• Creative problem solver with a demonstrated track record of strong performance organized and detailoriented with the ability to handle competing priorities and work well under pressure

• Strong ability to drive collaboration and foster highly productive functional relationships

• Strong organizational and leadership skills with the ability to influence manage and drive the efforts of team members in ontime and accurate of deliverables

• Role model for the PFE Values (Courage Excellence Equity and Joy)

• Ability to interact and influence effectively with all levels of the organization

• Demonstrated business acumen and design thinking abilities

• Discretion and trustworthiness in dealing with confidential information

PHYSICAL/MENTAL REQUIREMENTS

None

NONSTANDARD WORK SCHEDULE TRAVEL OR ENVIRONMENT REQUIREMENTS

• Flexibility to work in other timezones on an asneeded basis; role is primarily in US EST working hours but may have project work that expands to global efforts

• Work Location Assignment:Flexible

• International travel can be expected as applicable

OTHER JOB DETAILS

• Last Date to Apply for Job:March 21 2025

• Additional Location Information:North America Remote

• Eligible for Relocation Package NO

• Secondment 12 months

• If you are currently in a driving position with a fleet vehicle and this secondment does not require driving as an essential function of the position for12 months or longer you will be required to turn in your fleet vehicle for the duration of the nondriving secondment. Please refer to the Fleet Policy and Procedures document for more information.

Candidate demonstrates a breadth of diverse leadership experiences and capabilities including: the ability to influence and collaborate with peers develop and coach others oversee and guide the work of other colleagues to achieve meaningful outcomes and create business impact.

Relocation assistance may be available based on business needs and/or eligibility.