Business Development Manager - South East Job

Job Description

An exciting opportunity

Parkinson’s, Essential Tremor and Dystonia affects 10 million people worldwide, including more than 1 million in the US alone. Our global mission—our passion and purpose—is to help people afflicted with these conditions with cutting-edge technologies. We helped develop the science of Neuromodulation. We are a leader in DBS: Deep Brain Stimulation. People with a passion to improve lives created these solutions and are hard at work on other breakthroughs. If you share our passion to truly make a difference, please join us. At Boston Scientific Neuromodulation, you’ll have the opportunity to improve people’s lives by promoting commercially approved DBS products through the clinical education of current and potential customers. You will operate within a defined area, providing clinical education and serving as a primary resource for clinical support in the areas of surgical coverage, basic troubleshooting, and programming in order to achieve projected sales goals all while changing the lives of these patients.

A global leader

At Boston Scientific Neuromodulation, you join a team that pioneered in the fields of Spinal Cord Stimulation and Deep Brain Stimulation (DBS). But we don’t rest on our laurels. We never stop looking for ways to advance these state-of-the-art technologies and improve. And over the past four decades, Neuromodulation technology has helped relieve pain and other symptoms for more than 400,000 people worldwide. But there’s still so much more to do. So much more potential. So many more opportunities. So many more unmet needs. If you have the dedication, the drive, and the determination to help take Neuromodulation—and Boston Scientific—to the next level of excellence, we need you and want you.

Purpose Statement

The position serves as a field-based Marketing representative responsible for market development objectives in Academic Medical Centers. Market Development Managers (MDM) collaborate with cross-functional teams on upstream and downstream marketing objectives. They are responsible for strategic technology adoption and utilization in the Academic Medical Centers that they manage. A field-based MDM is responsible for developing strategic relationships with Key Opinion Leaders. This allows Endoscopy to have consistent access to these luminaries for product development, research, education & training programs, and market intelligence.

Key Responsibilities

• Field-based Marketing representative in strategic Academic Medical Centers.
• Develop Centers of Excellence for training, technology, development, and research.
• Develop strategic relationships with Key Opinion Leaders.
• New technology commercialization.
• Develop and execute Customer Market Development programs.
• Develop and manage education, training, and research projects with key opinion leaders.
• Explore and validate potential new call-points.
• Support New Business Development assessment.

Quality System Requirements

In all actions, demonstrates a primary commitment to patient safety and product quality by maintaining compliance to the Quality Policy and all other documented quality processes and procedures.

For those individuals that supervise others, the following statements are applicable:

• Assures that appropriate resources (personnel, tools, etc.) are maintained in order to assure Quality System compliance and adherence to the BSC Quality Policy.
• Establishes and promotes a work environment that supports the Quality Policy and Quality System.

Management Requirements

• May lead a group or team of employees in the achievement of organizational goals. Guide, coach, direct, and develop direct reports, and if applicable, drive those practices throughout their organization.
• Foster a diverse workplace that enables all participants to contribute to their full potential in pursuit of organizational objectives.
• May direct and control the activities and budget of one or more functional areas, divisions, product groups, projects/programs and/or operations.
• Monitor and ensure compliance with company policies and procedures (e.g. federal/country and regulatory requirements).

Job Scope and Leveling Guidelines

Scope

Accomplishes results through professional specialist employees or subordinate managers and supervisors who exercise significant latitude and independence in their assignments. Provides direction and monitors progress toward departmental goals; monitors costs of projects and of human and material resources within a department or unit; monitors company-wide indicators such as market share and profitability; monitors external environment in area of technical or professional responsibility. Subject to approval, modifies the organizational structure of centralized functions and units. Often responsible for managing a staff function of the company.

Supervision Received

Works under consultative direction toward predetermined long-range goals and objectives. Assignments are often self-initiated. Determines and pursues courses of action necessary to obtain desired results. Work is reviewed by senior management in terms of meeting the organization’s objectives and schedules.

Supervision Provided

Provides direction and guidance to professional specialist employees or subordinate managers and supervisors. Provides guidance to subordinates within the latitude of established company policies. Manages, perhaps through subordinate supervisors, the coordination of the activities of a section or department with responsibility for results, including costs, methods, and staffing. Evaluates performance of and assists in career development planning for subordinates.

Job Complexity

Works on issues of large and diverse scope where analysis of situations or data requires expert knowledge of area of expertise and in-depth understanding of organizational objectives. Implements strategic policies when selecting methods, techniques, and evaluation criteria for obtaining results. Establishes and assures adherence to budgets, schedules, work plans and performance requirements. In some instances, this manager may be responsible for managing a staff function and may not have subordinate managers.

Policy Involvement

Establishes operating policies and procedures that affect immediate subordinate organizational units and may have company-wide effect. Interprets, executes, and recommends modifications to organizational policies. Develops and/or identifies new work processes and the improved utilization of human and material resources within the assigned or related functions or groups.

Operations Involvement/Direct Work Involvement

Functions as an advisor to subordinates supervisors or staff members to meet schedules or resolve technical or operational problems. Develops and administers budgets, schedules, and performance standards. Investigates and solves problems that impact work processes and personnel within or across units or departments.

Project Involvement

Responsible for all projects assigned to the organizational unit. Defines projects based on identified strategies and goals. Manages projects of moderate to large scope including schedules, costs and resources. May lead or participate in cross-functional teams.

Planning and Organization

Creates mid- to long-range plans to carry out objectives established by top management. Develops and calculates a budget for a department or group to meet organizational goals; forecasts future departmental needs including human and material resources and capital expenditures; recommends or modifies the structure of organizational units or a centralized functional activity subject to senior management approval.

Impact

Assignments are expressed in the form of objectives; makes decisions regarding work processes or operational plans and schedules in order to achieve the program objectives established by senior management. Exerts influence in the development of overall strategy, objectives and long-range goals of the organization. Erroneous decisions or recommendations would normally result in critical delays and modifications to projects or operations; cause substantial expenditure of additional time, human resources, and funds; and may jeopardize future business activity.

Influence and Leadership

Develops and communicates a vision for the organizational unit assigned. Builds consensus for operating goals that are in alignment with the division. Provides leadership to assigned staff and supervisors by communicating and providing guidance towards achieving department objectives.

Liaison

Frequently interacts with subordinate supervisors, equivalent level managers, and/or customers, normally involving matters between functional areas, other company divisions or units or customers and the company. Conducts briefings and technical meetings for internal and external representatives concerning operational decisions, scheduling requirements, or contractual clarifications.

The above statements are intended to describe the general nature and level of work being performed
by people assigned to this classification. They are not intended to be construed as an exhaustive list
of all responsibilities, duties and skills required of personnel so classified.
Please contact your local EH&S department for more information on physical requirements.

Boston Scientific is an Equal Opportunity Employer