• Working with our Commercial Consulting team • Assists organizations – including biopharmaceutical and generic manufacturers, device and diagnostic companies, and financial, legal and investment firms – to maximize commercial success through advanced strategic problem solving, market research, analytics, project planning, and client partnerships. • New Product Planning Opportunity assessment • Commercial diligence and forecasting • TPP testing and refinement • Indication prioritization • Asset search • HCP and patient segmentation • Go-to-market strategy • Launch • Commercial organizational planning and buildout • Launch strategy and workshops • Launch roadmap development • Launch readiness reviews • Launch execution and management • Marketing and Sales Partnership Franchise, brand, and tactical planning • Performance metrics and KPI development and tracking • Stakeholder engagement strategy • Competitive intelligence and strategy • Lifecycle strategy and LOE strategy

Our Company Amerita Overview Key responsibilities include but are not limited to the management of the Payer Contract Administration and Payer Implementation functions as well as PBM contracting and Managed Care contracting. This is a highly visible position and will work closely with Directors of Managed Care, RCM, Sales Executive and Field Management to provide research and solutions on payer related issues. Schedule: Monday - Friday, 8:30am-5pm - Remote We Offer • Medical, Dental & Vision Benefits plus, HSA & FSA Savings Accounts• Supplemental Coverage – Accident, Critical Illness and Hospital Indemnity Insurance• 401(k) Retirement Plan• Company paid Life and AD&D Insurance, Short-Term and Long-Term Disability• Employee Discounts• Tuition Reimbursement• Paid Time Off & Holidays Responsibilities - Responsible for acquisition due diligence and integration related to government and commercial payers for all lines of business - Responsible for the pursuit of business growth related to payer contracting delivering substantial and profitable growth for the company, including opportunistically working with the field sales teams to support current and expansion markets - Acts as payer liaison focused on addressing Home Infusion Therapy (HIT) and PBM payer needs with appropriate resources and prioritization of value-added services and products - Oversees HIT managed care sales process, including negotiating terms with payers. Negotiations include discussion on payment rate and structure, and all aspects of contract language - Provides insight and knowledge in order to facilitate net revenue budgeting, long term planning, and the strategic planning for the organization - Participates in events that are important to the business, including trade shows and educational events to promote services, visibility and relevance with targeted payers - Manages highly complex market dynamics, including HIT and PBM payer issues, state and government regulations, payment issues, etc. - Consistently executes on business priorities and aligns team to the organizational goals - Manages payer contracting oversight responsibilities for any contracting cycle (new and amended), and credentialing Qualifications - Bachelor’s degree in related field, Master’s preferred - Minimum of five (5) years of healthcare related experience, preferably with contracting and credentialing responsibilities (managed care, government, PBM); home infusion and medical clinic experience preferred - Excellent time management, prioritization and organizational skills - Experience in Outlook, Word, and PowerPoint desired - Strong organizational and interpersonal skills as well as ability to build lasting client relationships - Well-developed planning, marketing, organizational development, and business skills - General business and financial acumen; understanding of managed care terminology, contracting environment, procedures and workflows - Self-motivated and results oriented - Proficiency in Microsoft Office applications, including Excel, Word and PowerPoint - Proficiency in SalesForce.com or other CRM applications - Excellent verbal and written communication and presentation skills **To perform this position will require sitting and typing on keyboard with fingers, and occasionally standing and walking. The physical requirements will be the ability to push/pull and lift/carry 1-10 lbs** About our Line of Business Amerita, an affiliate of BrightSpring Health Services, is a specialty infusion company focused on providing complex pharmaceutical products and clinical services to patients outside of the hospital. Committed to excellent service, our vision is to combine the administrative efficiencies of a large organization with the flexibility, responsiveness, and entrepreneurial spirit of a local provider. For more information, please visit www.ameritaiv.com. Follow us on Facebook, LinkedIn, and X. Salary Range USD $165,000.00 - $190,000.00 / Year

• Direct and oversee implementation programs including large scale supply chain initiatives • Lead complex programs/projects and facilitate activities of all cross-functional teams • Responsible for the design and implementation of strategic programs that support transformation initiatives • Hold program accountable to Program Management methodology & best practices • Act as 'face of program' and communicate objectives to a wide range of stakeholders • Proactively identify and manage program risk, ensuring seamless execution and sustained success • Establish and enforce clear accountability across the Program • Track Program progress and drive informed decision making • Clearly identify projects & workstreams required to support overall program objectives • Lead complex analytical activities that support program objectives • Lead issue resolution with a proactive approach to maintain Program momentum • Implement robust tracking systems for real-time visibility into progress, risks, and KPIs

A Career at HARMAN As a technology leader that is rapidly on the move, HARMAN is filled with people who are focused on making life better. Innovation, inclusivity and teamwork are a part of our DNA. When you add that to the challenges we take on and solve together, you’ll discover that at HARMAN you can grow, make a difference and be proud of the work you do every day. About the Role The Director of Workforce Strategy and Skills is a strategic leader within the People Experience organization and serves as the head of the Workforce Strategy and Skills Center of Excellence (COE). This role is a key enabler of HARMAN NEXT, the company’s enterprise strategy focused on a relentlessly focused portfolio, a culture built for speed and scale, and making bold moves to win in rapidly evolving markets. As HARMAN operates in a fast changing, highly competitive environment with rising expectations for innovation, speed, and access to critical skills, this role plays a central part in enabling the company’s next phase of growth. This role partners with senior leaders, Centers of Excellence, and People Enablement to reexamine how work is performed today and to define how the workforce operating models and must evolve to remain competitive. This role leads the shift toward a skills-based organization, moving beyond traditional role and job-based models to more agile, skills driven approaches to workforce planning, talent deployment, and development. By leveraging digital platforms, AI, advanced analytics, and human centered design, the Director translates business strategy into actionable workforce solutions that increase organizational agility, unlock internal talent, and improve speed to capability. Through enterprise-wide transformation initiatives, this leader shapes how work gets done, how talent is developed and mobilized, and how culture evolves to support sustained innovation and performance in a rapidly changing landscape. What You Will Do Strategic Leadership, Workforce Transformation and Skills - Partner with business and HR leaders to leverage workforce analytics, employee insights, and labor market data—co‑developing strategies that drive future‑ready workforce outcomes. - Co‑lead complex, cross‑functional transformation initiatives by engaging stakeholders in operating model design, restructuring, reskilling, and location strategy, ensuring solutions are jointly designed, aligned, and adopted across the enterprise. - Collaborate with digital, technology, and functional teams to embed digital platforms, AI‑driven solutions, and experimentation into skills intelligence, strategic workforce planning, and broader workforce transformation efforts—fostering shared ownership and continuous improvement. - Serve as a change agent for skills‑based workforce planning and future‑of‑work initiatives, enabling HARMAN NEXT by evolving workforce models, skills, and operating practices to support speed, scale, and sustained innovation. Workforce Planning, Career Architecture & Skills-Based Design - Collaborate with business and HR partners to co‑design and implement enterprise career architecture—including job structures, skills frameworks, and proficiency expectations—to ensure clarity, consistency, and shared ownership across the organization. - Partner with business leaders, Finance, and People Analytics to jointly lead long‑term workforce planning efforts aligned with strategic priorities, future skills, and growth needs, using predictive analytics to shape forward‑looking talent decisions. - Co‑create and collaboratively govern enterprise talent and capability programs that support skills enablement, workforce readiness, and internal mobility, ensuring programs are business‑aligned and co‑championed by stakeholders. - Design and scale an internal Opportunity Marketplace (projects, gigs, roles, mentorship) that matches employees to work based on skills and aspirations, enabling faster talent deployment, internal mobility, and capability building across the enterprise. - Maintain and continuously evolve skills frameworks, taxonomies, and capability models in partnership with functional leaders to ensure they remain consistent, relevant, and reflective of emerging business needs. AI-Enabled Talent & Skills Platforms - Collaborate with leaders and cross‑functional partners to co‑interpret workforce and skills data, equipping them with shared, data‑driven insights that guide talent decisions and workforce planning. - Partner closely with HR Technology, People Analytics, and external vendors to jointly scale and enhance digital talent platforms, ensuring solutions are user‑centric, business‑aligned, and built through collective input. - Lead the strategy, governance, and adoption of an Opportunity Marketplace platform by partnering with HR Technology and business leaders to define use cases, integrate skills and talent data, and drive a strong, user‑centric employee experience. - Work with business and HR stakeholders to translate workforce and skills data into actionable, co‑developed insights that inform investment decisions, prioritization, and long‑term capability building across the enterprise. Inclusive Talent Practices & Early Career Pipelines - Partner with HR, business leaders, and talent acquisition teams to co‑embed inclusive, skills‑based hiring and onboarding practices across the enterprise, ensuring shared ownership of equitable talent processes. - Collaborate with functional leaders, early career programs, and learning partners to strengthen early career, apprenticeship, and reskilling pipelines through jointly designed, equitable talent identification and development approaches. - Apply inclusive, human‑centered design principles in partnership with employees, leaders, and cross‑functional teams to co‑create workforce initiatives that reflect diverse needs and enhance the overall employee experience. Talent Assessment, Selection & Legal Defensibility - Collaborate with HR, business leaders, and cross‑functional partners to co‑design and govern enterprise skills and aptitude assessments for hiring, development, and reskilling, ensuring tools meet shared needs and support equitable talent practices. - Partner with Legal, Compliance, and People Analytics teams to ensure assessment programs collectively meet legal, ethical, validity, and adverse‑impact standards, fostering transparent, defensible, and inclusive decision‑making. - Advise and consult with HR and business leaders across all levels to co‑develop assessment strategies that align with organizational goals, enhance talent selection quality, and support consistent, fair, and data‑informed talent decisions. Program Leadership, Governance & Agile Delivery - Guide and co‑develop high‑performing teams by using agile methods, shared OKRs, and transparent KPI‑based accountability, fostering a culture of partnership, learning, and continuous improvement. - Collaboratively manage portfolios of workforce transformation initiatives by engaging cross‑functional partners in prioritization, solution design, and value realization to ensure outcomes are jointly owned and sustained. - Partner with senior leaders to deliver executive‑level updates, insights, and recommendations, ensuring decisions are informed by shared understanding, co‑created strategies, and alignment across key stakeholders. What You Need - Demonstrated expertise in career architecture and skills‑based workforce design, including job structures, skills frameworks, and proficiency‑based expectations that enable internal mobility and targeted development. - Experience leading long‑term workforce planning aligned to future skills needs and growth targets, leveraging analytics, predictive modeling, and digital workforce platforms. - 10+ years of progressive experience in skills intelligence, strategic workforce planning, workforce strategy and/or workforce transformation (including HR transformation) within complex, global organizations or management consulting. - Hands‑on experience with AI‑enabled talent and skills solutions, including advanced analytics or emerging technologies to support workforce insights, learning, and career development. - Strong partnership experience across Talent Acquisition, Culture and Belonging, People Analytics, Finance, Operations, and HR Technology to embed inclusive, skills‑based talent practices. - Experience designing or governing talent assessment and selection strategies, with understanding of validity, adverse impact, and legal considerations. - Bachelor’s degree required; Master’s degree (MBA or related field) preferred. Preferred Skills - Strategic thinker with operational rigor, able to connect skills intelligence, strategic workforce planning, and workforce transformation initiatives to business outcomes and drive measurable impact. - Skilled in cross-functional collaboration and influence, partnering effectively across HR, Operations, Finance, Technology, and executive leadership. - Comfortable navigating ambiguity and driving enterprise-wide change in dynamic, global environments. - Experience in global or matrixed organizations, with a global mindset and cultural fluency - Strong analytical, facilitation, and executive communication skills; adept at financial modeling, business case development, and data-driven decision-making. - Proven ability to lead cross-functional, enterprise-wide transformation programs, including operating model design, organizational restructures, mergers & acquisitions, and location strategy. - Innovative and experimental approach to workforce strategy, with a commitment to continuous improvement and value realization. - Passionate about inclusive leadership, coaching, and developing high-potential talent. - Strong business acumen and ability to influence at the executive level. What Makes You Eligible - Be willing to travel up to 10%, domestic and international travel. - Be willing to work remotely and occasionally in an office located in US. - Any offer of employment is conditioned upon the successful completion of a background investigation and drug screen. #Remote Salary Ranges: $ 185,250 - $ 271,700 HARMAN is proud to be an Equal Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.