Role Description Responsible for designing and executing a comprehensive talent development strategy that aligns workforce capabilities with organizational goals while leading the creation and governance of competency frameworks, skills architecture, employee development programs, and learning strategies that strengthen organizational capability and build a future ready workforce. - Ensures talent development practices are data driven, scalable, and integrated across performance management, workforce planning, succession planning, and career mobility processes. - Drives enterprise adoption of competency frameworks, measurable improvement in critical skills and leadership capabilities, and increased internal mobility and career progression. - Accountable for maximizing employee engagement and return on investment from development programs while maintaining alignment between workforce capabilities and evolving business priorities. - Provides leadership for the "build" component of workforce capability within the Strategic Workforce Development system. - Develop and execute a comprehensive talent development strategy aligned to enterprise workforce priorities and capability gaps. - Partner with senior leadership to identify and translate workforce planning and talent management priorities into targeted, scalable development programs and learning solutions. - Design, implement, and maintain a global competency framework defining core, functional, and leadership competencies across roles. - Build and manage scalable skills architecture including skills taxonomy, proficiency levels, and role-based requirements. - Ensure integration into hiring, performance management, succession planning, and career pathing. - Oversee the design and delivery of leadership development, high-potential programs, and functional training. - Implement modern learning solutions such as digital platforms, experiential learning, coaching, and mentoring aligned to defined competencies. - Align competency frameworks with performance management processes and establish metrics and dashboards to measure effectiveness, skill progression, ROI, and inform workforce planning using data and people analytics. - Partner with HR Business Partners, business leaders, and external vendors to deliver development solutions and act as a strategic advisor on talent and organizational capability building. - Lead and develop a team of talent development professionals, fostering a culture of continuous learning, innovation, and accountability. Qualifications - Bachelor’s degree in Instructional Design, Human Resources Development (HRD), Organizational Development, or related field. - 10 (ten) years of experience in talent development, organizational development, or learning & development. - Proven experience building competency frameworks and enterprise skills architectures for large, complex, global operations. - Strong understanding of adult learning principles and modern L&D technologies. - Experience with talent analytics and data-driven decision-making. - Strategic thinking: ability to translate business strategy into talent and skills development priorities. - Systems thinking: deep understanding of how competency frameworks, skills architecture, and talent systems interconnect. - Change leadership: skilled in driving organizational adoption of new frameworks and development practices. - Data literacy: ability to interpret and leverage talent data to inform decisions. - Influence & stakeholder management: builds strong partnerships across all levels of the organization. - Innovation: continuously evolves learning strategies and skills frameworks to meet future demands. - Expertise in competency modeling and skills taxonomy design. - Experience with learning management systems (LMS) and talent platforms. - Workforce planning and skills gap analysis. - Program design, facilitation, and evaluation. - Knowledge of industry-standard frameworks (e.g., leadership competency models, skills ontologies). Preferred Qualifications - Master’s Degree. - Experience with SAP SF Learning module. - Personality/behavior profiling certification (i.e. Predictive Index, DiSC, Insights, etc.). - Job and Task Analysis certifications (i.e. DACUM, etc.). Benefits - Actual base pay is determined by experience, qualifications, skills and other job-related factors. - This role is eligible for additional incentive compensation considerations based on company and individual performance. - Additionally, this position is currently eligible for annual long-term incentive consideration. - Affordable medical, dental and vision benefits. - Company-paid life and disability insurance. - 401(k) plan with employer contribution/match. - Paid time off, paid sick time, holiday pay, parental leave. - Tuition Assistance. - Employee Assistance Program. - Discounted insurance plans for auto, home and pet. - Internal progression opportunities. Requirements - Freeport-McMoRan promotes a drug/alcohol-free work environment using mandatory pre-employment drug testing as allowed by applicable laws. - Equal Opportunity Employer. - Please be advised Freeport-McMoRan will never request payment for job-related expenses from applicants.

• Oversee prepay waste and abuse reviews through coding, editing, and audit programs • Provide guidance and set policies to ensure all programs adhere to state and federal regulations as well as company policies • Oversee prepay editing and retrospective audits to ensure accurate and timely payments of coding and pricing issues • Interpret audit results, develop action plans and present findings to senior management • Develop and implement continuous processes from analytic design to final report stage • Design, develop, and implement internal payment integrity edit and audit programs, policies, and procedures • Monitor laws and regulations that may impact payment integrity policies and procedures and implement changes while maintaining compliance with all state and federal regulations • Recommend process improvement to assist in developing and executing strategic initiatives and goals • Develop and deliver educational training programs to providers and employees to streamline operational processes and ensure accurate coding • Direct and lead Prepay Compliance Managers in their efforts to reduce waste, abuse, and fraud • Performs other duties as assigned • Complies with all policies and standards

• Responsible for partnering and collaborating with key stakeholders to implement and execute an annual plan • Engage with Medical Experts (ME) and coordinate Marketing, Medical, and General Management engagements across all brands in the Hematology therapeutic area • Anticipate changes in the healthcare environment and develop solutions • Collaborate cross-functionally with key internal stakeholders to conceive, design, implement, and budget for an annual plan • Ensure execution of strategic/tactical marketing plans and execute against key performance indicators (KPIs) • Provide oversight into creation and utilization of brand materials/resources

• Partnering and collaborating with key stakeholders to implement and execute an annual plan • Engaging with Medical Experts (ME) and coordinating Marketing, Medical, and General Management engagements across all brands • Conduct and/or orchestrate cross-functional 1:1 engagements with Tier 1 MEs to gain post-approval insights/feedback • Develop advisory board and consultancy submissions • Collaborate with Medical Affairs to identify, nominate and/or deploy ME(s) • Schedule, coordinate and execute cross-functional engagements with Tier 1/2 MEs • Serve as a key point of contact between defined ME universe and Novartis • Develop and execute a cohesive ME engagement plan for commercial purposes • Provide oversight into creation and utilization of brand materials/resources