About this opportunity
~支持在产品生命周期的不同阶段制定和实施创新和成功的定价和市场准入战略和战术。~促进并实现国际药品 (IM) 的最佳患者可及性、可负担性、报销和采用。
Major Accountabilities~ 支持和实施成功的创新访问策略和解决方案,以服务于早期资产或在发布时最大化 IM 资产,重点关注优先国家/地区、主要 HTA 原型和预算影响原型的需求和可行性。 ~ 制定并实施高质量的患者访问策略,以最大限度地提高早期 IM 资产的访问和/或支持本地启动准备和活动。 ~ 与 Acccess 总监、区域和国家团队合作,了解见解和反馈,整合到制胜和定价战略和战术中,将付款人的观点纳入总体跨职能产品战略和投资决策中。 ~ 与相关政府当局、医疗保健提供者、卫生经济组织和其他决策代表建立并保持强大的专业网络,以预测和影响立法 P 和 R 趋势。 ~ 支持制定全球定价策略和政策指导,并支持制定付款人谈判策略 ~ 根据需要支持开发创新的患者准入和签约方法、管理进入协议 (MEA) 和患者支持计划 (PSP),以改善患者预后并支持医疗保健系统的可负担性。Key Performance Indicators~支持在产品生命周期的不同阶段制定和实施创新和成功的定价和市场准入战略和战术。~促进并实现国际药品 (IM) 的最佳患者可及性、可负担性、报销和采用。Work Experience~了解报销程序和商业原则~有能力与关键的区域利益相关者发展基于信任的关系Skills~金融~卫生技术评估 (HTA)~公共事务~市场准入战略~真实世界证据 (RWE)~卫生经济学~健康政策~价值主张~跨职能协作~项目管理~流程管理~分析能力~分析思维~敏捷~以客户为中心的思维方式~谈判技巧~法规遵从性~风险管理~进入市场战略~对医疗保健行业的理解~创新~鼓舞人心的领导力~人员管理~员工发展~获取和报销策略Language英语
Job details
How this role compares
Computed from every other active Market Access role in our database, not just this employer's listings.
We currently track 150 comparable Market Access roles across 30 biopharma companies.
Salary context
44 of 150 peers report a salary range (USD, annualized)
Peers share this role's job function. This posting doesn't list a seniority level, so peers aren't narrowed by seniority either -- the range below may span more levels than usual.
Where these roles are based
Top locations among the 150 comparable roles
+ 17 more countries
Seniority mix
121 of 150 peers have a known seniority level
Therapeutic area mix
43 of 150 peers have a known therapeutic area; the rest are genuinely unlabeled, not hidden
Similar opportunities
The closest matches from our peer group, ranked by how similar they are, not how well you'd qualify for them -- treat this as market context, not a guaranteed shortlist; a weak match is labeled as one below.
How we calculate "similar"
No black box, no LLM guesswork: a deterministic score built from four normalized attributes. Here's this role's own peer group at different match levels, so you can see the mechanism, not just the result.
Every comparison starts from the same 100-point budget: 25 for working in the same function, 40 for the same therapeutic area, 20 for the same or adjacent seniority, 15 for the same country. A dimension we can't confirm on both sides contributes nothing, never a guess, never a free pass.
0 points, never a partial guess. A role we know almost nothing about beyond its function bottoms out at 25%; it never inflates to 100% just because there's little to compare against. Seniority uses a defined ladder (Associate → Manager → Associate Director → Senior → Principal → Director → Senior Director → Executive/VP) so "Director" and "Senior Director" count as adjacent, but "Director" and "Executive/VP" do not.