• Applies in-depth knowledge and expertise of clinical and scientific education to formulary and other access decision-makers • Conduct conducts formulary committee scientific presentations and leads discussions about Neurocrine products for assigned national and regional managed care accounts • Collaborates closely with members of the Market Access team to ensure information, resources and training needs of managed care organizations are met • Facilitates health economic and outcomes data generation and collaboration opportunities for pipeline products and current treatments • Provides scientific support for Health Economics (HEOR) internal stakeholders and consultants, and advisory board activities • Supports the Directors of Field Medical Affairs teams with training, development of testimony and other resources • Coaches and mentors less experienced colleagues • Educates internal stakeholders on MCL team’s roles, responsibilities, and value proposition • Trains other FMA teams in area of expertise

• Develop executive-level relationships within major transportation fleets and leasing organizations. • Drive adoption of both lead-acid and sodium-ion battery solutions. • Secure national supply agreements and multi-year strategic partnerships. • Build relationships with fleet maintenance, procurement, engineering, operations, sustainability, and executive leadership teams. • Identify opportunities to improve fleet uptime, battery reliability, maintenance costs, and operational efficiency. • Collaborate with distributors, truck dealers, service networks, and channel partners. • Lead strategic account planning and executive business reviews. • Represent the company at major industry events including: American Trucking Associations (ATA) Technology & Maintenance Council (TMC) National Private Truck Council (NPTC) Heavy Duty Aftermarket Week (HDAW) Fleet and transportation industry conferences. • Provide market intelligence and customer feedback to executive leadership.

• Collaborates across all appropriate functional groups to support ongoing clinical trials, medical and scientific affairs research initiatives, and other scientific affairs activities for the adult hepatology program. • Supports and drives scientific and clinical communications for internal and external stakeholders, including supporting advisory boards related to adult liver disease indications. • Leverages expertise and relationships within adult hepatology and gastroenterology to support patient enrollment for the adult liver clinical research studies, while working closely with the clinical study leads, the CTLs and VP of Clinical Development. • Identifies knowledge gaps for existing areas of interest for the program and develops strategy to mitigate these gaps utilizing internal resources as well as external scientific collaborations. • Leads and collaborates across appropriate functional groups to execute compassionate use and expanded access programs for Brelovitug and Volixibat. • Oversees both internal and external research activities and initiatives such as, but not limited to, natural history studies, collaborative forums, real world data registries, data mining for areas of interest for publication, and other ongoing and future research efforts. • Leverage expertise in liver disease to support Safety and Regulatory teams. • Leverages analytical skills in discovering data insights from clinical research data, including literary research of relevant clinical data. • Support strategic publication planning and development and editing of conference abstracts, posters, presentations, and manuscripts to support programs, and execution of the strategic publication plan. • Works closely with other members of the medical affairs infrastructure.

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.