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Bristol Myers Squibb
United States · remote · USD 196390-237982 annual
Working with Us
Challenging. Meaningful. Life-changing. Those aren’t words that are usually associated with a job. But working at Bristol Myers Squibb is anything but usual. Here, uniquely interesting work happens every day, in every department. From optimizing a production line to the latest breakthroughs in cell therapy, this is work that transforms the lives of patients, and the careers of those who do it. You’ll get the chance to grow and thrive through opportunities uncommon in scale and scope, alongside high-achieving teams. Take your career farther than you thought possible.
Bristol Myers Squibb recognizes the importance of balance and flexibility in our work environment. We offer a wide variety of competitive benefits, services and programs that provide our employees with the resources to pursue their goals, both at work and in their personal lives. Read more: .
SUMMARY:
The Director, Enterprise Employer Access - Cell Therapy is responsible for establishing early, upstream engagement across the employer benefit decision landscape to influence benefit design decisions for CAR-T and future cell and gene therapies both directly with employers and indirectly through the consultants, TPAs, and specialty vendors that shape those decisions, before carve-outs, COE mandates, or restrictive site-of-care requirements are finalized.
This role addresses a critical access gap created by the shift of benefit decision-making authority from payers to employers by proactively engaging the stakeholders who define benefit philosophy upstream. The objective is to protect patient access, preserve provider flexibility, and support long-term enterprise value before coverage parameters are locked in.
As employers increasingly serve as the ultimate decision-makers for high-cost therapies, often delegating execution to intermediaries, downstream payer influence becomes limited or nonexistent once benefit design decisions are finalized. This role ensures the organization is present where and when influence is exerted, shaping benefit strategy early rather than relying on reactive, exception-based access remediation later.
Lead upstream engagement with the decision networks that shape employer coverage and utilization decisions for cell and gene therapies, including:
Large self-insured employers (where direct engagement is feasible)
Apply on source siteListed via Himalayas
National and regional benefits consultants
Specialty benefit managers and cell carve-out vendors
Employer-facing clinical, navigation, and care management partners
Build and manage a prioritized portfolio of employer decision networks, recognizing that:
Employers often delegate benefit authority to consultants or vendors
Direct employer access may be limited, episodic, or mediated
Influence is frequently exerted through trusted advisors rather than employers themselves
Establish sustained educational relationships with key decision influencers within each network, focused on:
Benefit design philosophy for high-cost, high-impact therapies
Total cost of care and episode-of-care economics
Workforce productivity, disability avoidance, and long-term value—not drug acquisition cost alone
Engage stakeholders ahead of annual benefit cycles to inform:
Utilization management approaches for cell and gene therapies
Tailor messaging based on stakeholder role, ensuring relevance to:
Consultant-led benefit committees and advisory councils
Position the organization as a credible, non-promotional thought partner in employer benefit strategy, filling the upstream education gap that otherwise defaults to cost-only narratives.
Engage employers prior to annual benefit design finalization
Influence employer philosophy related to:
Help prevent access barriers that cannot be mitigated once embedded in benefit design
Provider and community oncology partnerships
Employer consultants, TPAs, and specialty vendors (as appropriate)
Support aligned employer-provider discussions where relevant (e.g., site-of-care strategy, community access)
Capture and synthesize employer insights to inform:
Identify emerging trends in employer carve-outs, vendor models, and utilization controls
Track leading indicators of success, including:
Earlier employer engagement relative to benefit cycles
Partner with leadership to assess impact and inform future scaling decisions
Employer coverage: 30–40 priority employers per role
National coordination: Collaborates across regions to ensure consistent strategy and messaging
Bachelor’s degree in a relevant field; advanced degree preferred
10+ years of experience in Market Access, Employer Benefits, Payer Strategy, or related roles
Specialty drug economics and medical benefit dynamics
Proven ability to engage senior, non-clinical stakeholders (HR, Finance, Benefits)
Experience with complex, high-cost therapies preferred (oncology, specialty, rare disease, cell/gene therapy)
Episode-of-care or total cost of care frameworks
Strong executive presence and ability to translate clinical value into business impact
Comfort operating in white-space roles with high strategic visibility
This position is fully remote within the United States, with flexibility to work from a home-based office.
Expected travel is approximately 50%, primarily to support:
In-person meetings with employer benefit decision influencers (e.g., consultants, TPAs, specialty vendors)
Select employer and provider partner engagements
Internal planning sessions, leadership meetings, and key industry conferences
Travel requirements may vary seasonally and align with employer benefit design cycles and strategic priorities
If you come across a role that intrigues you but doesn’t perfectly line up with your resume, we encourage you to apply anyway. You could be one step away from work that will transform your life and career.
The starting compensation range(s) for this role are listed above for a full-time employee (FTE) basis. Additional incentive cash and stock opportunities (based on eligibility) may be available. The starting pay rate takes into account characteristics of the job, such as required skills, where the job is performed, the employee’s work schedule, job-related knowledge, and experience. Final, individual compensation will be decided based on demonstrated experience.
Eligibility for specific benefits listed on our careers site may vary based on the job and location. For more on benefits, please visithttps://careers.bms.com/life-at-bms/.
Benefit offerings are subject to the terms and conditions of the applicable plans in effect at the time and may require enrollment. Our benefits include:
Health Coverage: Medical, pharmacy, dental, and vision care.
Wellbeing Support: Programs such as BMS Well-Being Account, BMS Living Life Better, and Employee Assistance Programs (EAP).
Financial Well-being and Protection: 401(k) plan, short- and long-term disability, life insurance, accident insurance, supplemental health insurance, business travel protection, personal liability protection, identity theft benefit, legal support, and survivor support.
US Exempt Employees: flexible time off (unlimited, with manager approval, 11 paid national holidays (not applicable to employees in Phoenix, AZ, Puerto Rico or Rayzebio employees)
Phoenix, AZ, Puerto Rico and Rayzebio Exempt, Non-Exempt, Hourly Employees: 160 hours annual paid vacation for new hires with manager approval, 11 national holidays, and 3 optional holidays
Based on eligibility*, additional time off for employees may include unlimited paid sick time, up to 2 paid volunteer days per year, summer hours flexibility, leaves of absence for medical, personal, parental, caregiver, bereavement, and military needs and an annual Global Shutdown between Christmas and New Years Day.
All global employees full and part-time who are actively employed at and paid directly by BMS at the end of the calendar year are eligible to take advantage of the Global Shutdown.
*Eligibility Disclosure:The summer hours program is for United States (U.S.) office-based employees due to the unique nature of their work. Summer hours are generally not available for field sales and manufacturing operations and may also be limited for the capability centers. Employees in remote-by-design or lab-based roles may be eligible for summer hours, depending on the nature of their work, and should discuss eligibility with their manager. Employees covered under a collective bargaining agreement should consult that document to determine if they are eligible. Contractors, leased workers and other service providers are not eligible to participate in the program.
Uniquely Interesting Work, Life-changing Careers
With a single vision as inspiring as “Transforming patients’ lives through science™ ”, every BMS employee plays an integral role in work that goes far beyond ordinary. Each of us is empowered to apply our individual talents and unique perspectives in a supportive culture, promoting global participationin clinical trials, while our shared values of passion, innovation, urgency, accountability, inclusion and integrity bring out the highest potential of each of our colleagues.
BMS has an occupancy structure that determines where an employee is required to conduct their work. This structure includes site-essential, site-by-design, field-based and remote-by-design jobs. The occupancy type that you are assigned is determined by the nature and responsibilities of your role:
Site-essential roles require 100% of shifts onsite at your assigned facility. Site-by-design roles may be eligible for a hybrid work model with at least 50% onsite at your assigned facility. For these roles, onsite presence is considered an essential job function and is critical to collaboration, innovation, productivity, and a positive Company culture. For field-based and remote-by-design roles the ability to physically travel to visit customers, patients or business partners and to attend meetings on behalf of BMS as directed is an essential job function.
BMS is dedicated to ensuring that people with disabilities can excel through a transparent recruitment process, reasonable workplace accommodations/adjustments and ongoing support in their roles. Applicants can request a reasonable workplace accommodation/adjustment prior to accepting a job offer. If you require reasonable accommodations/adjustments in completing this application, or in any part of the recruitment process, direct your inquiries . Visiteeo-accessibilityto access our complete Equal Employment Opportunity statement.
BMS will consider for employment qualified applicants with arrest and conviction records, pursuant to applicable laws in your area.
If you live in or expect to work from Los Angeles County if hired for this position, please visit this page for important additional information:
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If you believe that the job posting is missing information required by local law or incorrect in any way, please contact BMS . Please provide the Job Title and Requisition number so we can review. Communications related to your application should not be sent to this email and you will not receive a response. Inquiries related to the status of your application should be directed to Chat with Ripley.
Originally posted on Himalayas