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.

RESPONSIBILITIES:

Employer & Benefit-Decision Influencer Engagement:

• 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)
  • National and regional benefits consultants
  • Third-party administrators (TPAs)
  • 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:
  
  • Cell therapy drug carve-out strategies
  • COE and site-of-care frameworks
  • Utilization management approaches for cell and gene therapies
• Tailor messaging based on stakeholder role, ensuring relevance to:
  
  • HR and benefits leaders
  • Finance and CFO-aligned decision-makers
  • 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.

Benefit Design Influence:

• Engage employers prior to annual benefit design finalization
• Influence employer philosophy related to:
  
  • Cell therapy drug carve-outs
  • COE requirements
  • Site-of-care restrictions
• Help prevent access barriers that cannot be mitigated once embedded in benefit design

Key Stakeholders and Call Points:

• Coordinate closely with:
  
  • Payer and regional market access teams
  • 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)

Market Intelligence & Feedback Loop:

• Capture and synthesize employer insights to inform:
  
  • Market access strategy
  • Contracting and value frameworks
  • Policy and advocacy priorities
• Identify emerging trends in employer carve-outs, vendor models, and utilization controls

Measurement & Impact Tracking:

• Track leading indicators of success, including:
  
  • Avoided or modified carve-outs
  • Improved alignment on site of care
  • Earlier employer engagement relative to benefit cycles
• Partner with leadership to assess impact and inform future scaling decisions

Scope & Coverage:

• Regional alignment: East or West
• Employer coverage: 30-40 priority employers per role
• National coordination: Collaborates across regions to ensure consistent strategy and messaging

QUALIFICATIONS:

Required:

• Bachelor's degree in a relevant field; advanced degree preferred
• 10+ years of experience in Market Access, Employer Benefits, Payer Strategy, or related roles
• Deep understanding of:
  
  • Self-insured employer benefit design
  • Specialty drug economics and medical benefit dynamics
  • Payer vs employer decision authority
• 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)

Preferred:

• Experience working with:
  
  • Employer consultants or TPAs
  • 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

Work Location & Travel Requirements:

• 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

#LI-Field

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.

Compensation Overview:

Field - United States - US: $196,390 - $237,982

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 visit https://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.

Work-life benefits include:

Paid Time Off

• 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.