• Own the vision, strategy, roadmap, and market success of IQVIA Digital’s flagship healthcare marketing platform • Drive the transformation of Media OS into an intelligent, AI-powered audience and activation platform • Establish strategic priorities and investment plans that support growth, innovation, and market leadership • Lead the development of Media OS as an open, multi-platform ecosystem supporting diverse activation partners and media channels • Champion customer success by delivering measurable improvements in reach, engagement, efficiency, and campaign performance

• Accountable for launch preparedness, policy integration, and advocacy strategy • Set and govern national launch preparedness strategy • Define and maintain launch readiness standards and success metrics • Serve as escalation authority for policy-driven risks • Partner with HQ Brand Medical leads and stakeholders • Provide oversight for Pre-Approval Information Exchange readiness • Ensure alignment with enterprise standards for training and materials

• Develop the multi-year tools and product alignment strategy and annual operating plan for Operations, aligned to enterprise priorities, and communicate the highest-impact outcomes to executive leadership • Lead large, cross-functional programs from design through delivery, including program structure, engagement mechanics, communications, and change management • Drive rationalization and consolidation of the operations and go-to-market tool stack, tracking financial savings and the reduction in tool count • Define and map the enterprise business process architecture, including detailed Level 3 and Level 4 processes, and establish the supporting taxonomy, standards, and governance • Establish the unified account data strategy and a single customer view across brands • Advance an AI-forward, standardized set of go-to-market tools and processes, and build adoption and excitement across the organization • Establish executive alignment and a consistent operating and communication cadence across Operations • Partner across functional operations leaders, systems and data teams, product partners, and central shared services to sequence initiatives with clear ownership and accountability • Build performance visibility for the portfolio of programs, including savings, adoption, and delivery milestones

• Provide strategic guidance on success management and future talent management initiatives across the enterprise. • Partner with senior leaders and HR teams to understand needs and shape recommendations. • Support the refinement and alignment of enterprise succession management practices and tools. • Synthesize insights and trends to inform decisions and future planning. • Ensure succession management and future talent projects connect effectively to broader enterprise and HR initiatives. • Lead and support large-scale, cross-functional succession management process and technology enhancements. • Build clear project plans, timelines, risks, and resource requirements. • Manage stakeholder engagement and decision-making across functions. • Coordinate with communications, legal, and HR partners to ensure readiness. • Oversee vendor coordination and performance where applicable. • Partner with Digital Technology on Workday and other talent platforms. • Translate process needs into system functionality and improvements. • Support system testing, validation, and rollout of enhancements. • Promote data quality and reporting accuracy across talent systems. • Develop change and communication plans for succession management rollout and future talent initiatives. • Ensure HR teams and leaders receive training and enablement materials. • Assess readiness and identify adoption risks or barriers. • Recommend solutions to support consistent and sustained use of new practices. • Serve as the subject matter expert for enterprise succession practices. • Provide guidance on succession expectations, lifecycle steps, and best practices. • Support integration of succession practices with broader talent processes. • Offer insights on leadership pipeline needs and talent movement trends. • Recommend enhancements based on industry developments and organizational priorities.