Please be aware that Acadia has a mandatory COVID-19 vaccination policy for all employees.
Responsible for leading and providing expert field-based leadership to assigned geographical team of Family Access Managers (FAM). The Rare Disease Family Access Area Director is a field-based position that provides access, reimbursement and advocacy leadership support to the Family Access team who, serve as a dedicated point of contact for Rett families, COEs and HCPs for their access needs in a designated geographic territory. They ensure alignment and collaboration across all key stakeholders to meet the Family Access objectives. The Family Access Area Director is a non-promotional role within Acadia.
- Lead a team of FAMs to ensure successfully starting and continuing patients on therapy
- Lead execution of strategic and tactical initiatives
- Drive implementation of payer coverage policies in conjunction with field-based National Accounts team
- Drive change/resolution of coverage policy issues with field-based National Accounts team, including commercial and government payers
- Serve as the primary escalation point for FAM issues; primary point of contact for Regional Directors, National Sales Director, AIR team, MSL team and Case Management/Hub leadership
- Ability to lead internal teams to achieve common goals; internal teams including sales, Hub Leadership, and other commercial functions
- Ability to lead external customers to achieve access for patients; external customers include physicians, nurses, and other health care professionals; hub/SP partner, public and commercial payers; advocacy organizations
- Ability to establish meaningful relationships with local, regional and national advocacy groups
- Successfully and independently identify access solutions and determine the appropriate plan for resolution, including leading and managing a cross-functional team to resolution
- Collaborates with the Rare Disease Access Director to:
- Develop and execute training and onboarding of new FAMs; with support from Acadia’s training teams
- Design and implement strategic launch initiatives
- Manage the inception and evolution of the FAM team as the role develops and the business needs and market evolve
- Develop and drive appropriate metrics to measure performance and communicate those metrics to internal stakeholders
- Develops and mentors team members to support individual and team success
- Oversee and guide a variety of personnel actions including, but not limited to, hiring, performance management and promotions
- Ensures that all actions, both internally and externally working on Acadia’s behalf are in compliance with all laws regulations, policies and demonstrates Acadia values
Bachelor’s degree and 8 years of relevant experience in Pharmaceutical Sales, Access, National Accounts, Specialty Pharmacy, Nursing, etc., with extensive experience and technical expertise associated with access and reimbursement; MBA is a plus. Three years (3) of Access or Leadership experience (Market Access, Patient Access, National Accounts, Sales Management and/or Access Leadership). Rare Disease, new product launch, Advocacy, Medicaid and Medicare expertise strongly preferred with a strong background and understanding of field environment in healthcare industry. Equivalent combination of relevant education and applicable job experience may be considered.
- Experience leading a team to achieve organizational goals
- Must display a patient-centric mentality with a high degree of emotional intelligence and empathy
- Exceptional organizational and time management skills
- Strong understanding of reimbursement landscape including commercial and government payers
- Demonstrated New Product Launch success
- Rare Disease experience strongly preferred
- Medicaid experience strongly preferred
- Advocacy experience strongly preferred
- Understand HIPAA rules and regulations related to patient privacy
- Strong written and verbal communications as well as presentation skills
- Ability to manage expenses within allocated budgets
- Adaptable and open to an environment of change
- Must be a fast learner, flexible, and able adjust quickly
- Must be able to manage cross-functional communication internally (SP/Hub leadership, RD, National Account Managers, Access & Reimbursement, MSL, Advocacy) and externally among a diverse set of customers (physician, nurse, hub/SP vendor, patient family)
- Demonstrated history of successful cross functional collaboration
- Ability to travel up to 70%
- Employee must be fully vaccinated against Covid-19 in accordance with our policy and third-party requirements and also meet all additional local, state, and federal vaccination requirements for conducting in-person field coaching days, customer visits, admittance into local Community HCP Offices, as well as for attendance at Medical Congresses and Local Conferences for in person participation and exhibiting.
While performing the duties of this job, the employee is regularly required to stand; walk; sit; use hands to finger, handle, or feel; reach with hands and arms; climb or balance; stoop, kneel, crouch, see, talk or hear in a standard office environment and independently from remote locations. Employee must be fully vaccinated against Covid-19 in accordance with our policy and in order to meet any independent vaccination requirements that our clients and client facilities may have. Employee must occasionally lift and/or move up to 20 pounds. Ability to travel by car or airplane independently up to 70% of the time and work after hours if required by travel schedule or business issues
What we offer you:
- Competitive base, bonus, new hire and ongoing equity packages
- Medical, dental, and vision insurance
- 401(k) Plan with a fully vested company match 1:1 up to 5%
- Employee Stock Purchase Plan with a 2-year purchase price lock-in
- 15+ vacation days
- 14 paid holidays plus one floating holiday of your choice, including office closure between December 24th and January 1st
- 10 days of paid sick time
- Paid parental leave
- Tuition assistance
Studies have shown that women and people of color are less likely to apply for jobs unless they believe they meet every single one of the qualifications in the exact way they are described in job postings. We are committed to building a diverse, equitable, inclusive, and innovative company and we are looking for the BEST candidate for the job. That candidate may be one who comes from a less traditional background or may meet the qualifications in a different way. We would strongly encourage you to apply – especially if the reason you are the best candidate isn’t exactly as we describe it here.
It is the policy of Acadia to provide equal employment opportunities to all employees and employment applicants without regard to considerations of race, including related to hairstyle, color, religion or religious creed, sexual orientation, gender, gender identity, gender expression, gender transition, country of origin, ancestry, citizenship, age, physical or mental disability, genetic information, legally-protected medical condition or information, marital status, domestic partner status, family care status, military caregiver status, veteran or military status (including reserve status, National Guard status, and military service or obligation), status as a victim of domestic violence, sexual assault or stalking, enrollment in a public assistance program, or any basis protected under federal, state or local law.
As an equal opportunity employer, Acadia is committed to a diverse workforce. If you are a qualified individual with a disability or a disabled veteran, you have the right to request a reasonable accommodation. Furthermore, you may request additional support if you are unable or limited in your ability to use or access Acadia’s career website due to your disability, along with any accommodations throughout the interview process. To request or inquire about your reasonable accommodation, please complete our Reasonable Accommodation Request Form or contact us at firstname.lastname@example.org or 858-261-2923.
Please note that reasonable accommodations granted throughout the recruiting process are not guaranteed to be the same accommodation given if hired. A new request will need to be submitted for any ADA accommodations after starting employment.