VP, Trade Relations (Remote) - Managed Health Care Associates, Inc.

Who We Are:

Managed Health Care Associates, Inc. (MHA), provides care communities with access, solutions, and insights to help them run their businesses more effectively. Our members include post-acute providers across the care continuum including long-term care, home infusion, and specialty pharmacies, as well as senior living and other group living facilities. Our team of associates are passionate about our common mission of helping people age with grace, and champion our core values of being Curious Learners, Selfless Advocates, and Relentless Finishers.

 Who we’re looking for:

You’re engaged and self-motivated with a superior analytical approach to solving problems, constantly driving for improvement and innovation. Your strong communication and organizational skills make you an excellent team player that adds meaningful contributions to our collaborative and fast-paced work environment. As curious learners, we question the status quo and so should you.

The Vice President will provide executive leadership and operating management for MHA’s specialty, brand, and other product portfolios as necessary.  He/she shall utilize strategic contracting, client relationship/development knowledge, and executive leadership to drive new contracting opportunities and increase revenue and ongoing contract performance. The VP will provide the follow-through necessary to add products to MHA contracts and expand currently contracted products to contribute significantly to top-line growth, customer satisfaction, and profitable performance of Managed Health Care Associates (MHA).

The VP will report to the SVP of Trade Relations. The Division works with the senior management team to execute strategic and tactical activities to enable the organization to achieve short- and long-term objectives.  In addition, by way of the candidate’s prior training and experiences, the VP will play a significant role in further creating and implementing contractual growth strategies that will enable MHA to continue to build a nationally recognized MHA brand.

What You’ll Be Doing:

• Adheres to all company policies and procedures, including, but not limited to, those identified within the Standards of Business Conduct and the Employee Handbook, as may be amended occasionally. Adheres to all applicable laws and regulations and the company's governance/compliance program.
• Responsible for reporting violations of the company's policies and procedures, Standards of Business Conduct, governance program, laws, and regulations through the company or other mechanisms that may be available during the violation. Assists with internal control failure remediation efforts.
• Becomes knowledgeable of internal control responsibilities through training and instruction. Responsible and accountable for internal control performance within their area of responsibility. Participates in the internal controls self-assessment process.
• Ensures internal control design or performance concerns and process changes that impact internal control execution are communicated to management.
• Provide executive leadership over all aspects of MHA’s specialty, brand, and other business product portfolios. This will include developing strategic partnerships, business development functions, and maintaining currently contracted relationships across the company’s current and targeted manufacturers and other strategic partners.
• Promptly evaluate all elements of the Specialty, Brand, and other Portfolio process and work with the team to create efficiencies to maximize the organization’s short and long-term performance.
• Develop and implement new pricing models to drive growth and economic value.
• Assume personal leadership of all enhanced services strategies and tactics with targeted pharmaceutical and bio-pharmaceutical organizations.
• Take personal responsibility for ensuring that the department’s leadership, staff, growth strategy, operations, etc., are properly developed and directed to meet short and long-term objectives.
• In coordination with Trade, Operations, and IT colleagues, develop and leverage strategic relationships with key manufacturers to secure contract opportunities.
• Work cross-functionally with trade, clinical, contract operations, IT, legal, and marketing to ensure systems and processes are aligned with evolving specialty contract requirements.
• Oversee new business development by initiating and expanding business partner relationships.
• Partner with the Trade team members to identify and qualify new clients, suppliers, markets, products, and other growth opportunities.
• Quickly understand MHA’s culture, build on its strengths, reinforce core values, and provide change leadership when and where required.
• Attract, retain, and lead a “best in class” team that, in turn, exceeds the expectations of all constituents.
• Conduct presentations to Executive Leadership as well as our Advisory Board members regarding new contract negotiations.

What You’ll Bring to the Table:

• Masters or Pharmacy Degree Highly Preferred
• Significant amount (8-10+ years) of healthcare-related operating experience, preferably in large-scale, specialty contracting, strategic account management, and/or other relevant product contracting settings.
• Healthcare experience could include any number of segments, including biopharmaceuticals, pharmaceuticals, data aggregation, pharmacy benefit management, distribution, and group purchasing.
• Relationship-building and maintenance skills with external and internal business partners.
• A proven track record of success in the executive management of contracting and supply chain processes from top to bottom.
• Current or prior experience as a trade relations executive who also has demonstrated success in strategic visioning and execution, marketing, integration, and customer service.
• Proven track record managing a business development process, including a net revenue line across a complex matrixed environment.
• Strong contracting negotiating skills that have utilized well-developed analytical performance improvement and process improvement/ measurement principles.

What’s Good to Know:
40% Travel
Hybrid Work Environment

Physical Demands:

The physical demands and work environment characteristics described here represent those that an employee must meet to perform the essential functions of this job successfully. Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions.

Physical Demands: While performing the duties of this job, the employee is occasionally required to move around the work area; sit; perform manual tasks; operate tools and other office equipment such as computer, computer peripherals, and telephones; extend arms; kneel; talk and hear. The employee must occasionally lift and move up to 15 pounds.

Mental Demands: Employees must follow directions, collaborate well with others, and manage high workloads.

Work environment:  The noise level in the work environment is usually minimal.

Why Join MHA
MHA continues to lead by providing purpose-driven and value-based solutions, which preserve the dignity and grace people deserve, regardless of age. Let us be the best place you’ll ever work!

Our associates enjoy the following benefits, and you can, too!

• Staying Healthy
  Comprehensive medical, dental, and vision plans with FSA/HSA options
  Fitness reimbursement
  Access to an Employee Assistance Program
• Enjoying Time-Off
  Paid time off, holidays, personal days, paid parental leave, plus your Birthday as a day off!
• Planning for the Future
  Life Insurance, short-term & long-term disability insurance
  401K match
  Employee Stock Purchase Plan
  Voluntary financial and legal benefits, through our benefits providers
• Learning Continuously
  E-learning programs
  Tuition Reimbursement
  Ongoing Team Trainings
• Making an Impact
  Paid volunteer time-off
  Donation matching

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c) Executive