CFC Excellence & Enablement Lead

ROLE SUMMARY

The CFC Excellence & Enablement Lead is the strategic leader accountable for defining CFC excellence, setting the standards for field effectiveness, translating CEP business priorities into integrated CMO capability and enablement plans, and stewarding the future-state field experience. The role connects and orchestrates planning across CEP leadership, CMO CFC capability owners, Digital, Analytics, Compliance, and other enterprise stakeholders to ensure that field capabilities, platforms, processes, and change efforts are aligned to business strategy and delivered with seamless coordination and as per planned timelines.

The leader manages three Senior Director CFC Enablement Leads, each aligned to CEP leadership for a business, and one CFC Tools Enablement & Process Excellence Senior Manager. The CFC Enablement Leads serve as the single point of contact for CEP plan development and pull-through: they co-create an integrated annual capability deployment plan with CEP leaders, sequence enterprise and business priorities, coordinate implementation across partners, surface field needs early, and maintain accountability for adoption and value realization.

This role also provides strategic leadership for major, multi-year US enterprise transformations that materially shape how CFCs plan and execute customer engagement. Current priorities include the US Life Sciences Cloud transition, Scout expansion, and convergence and rationalization of CFC tools, platforms, data, and workflows. The leader defines field-experience blueprint, shaping the operating-plan horizon for CFC platform evolution, ensuring near-term delivery choices build toward a simpler, connected, insight-led CFC experience that strengthens pre-call planning, elevates call quality, improves productivity, and enables more consistent customer engagement.

KEY RESPONSIBILITIES

1. Set CFC strategy, excellence standards, and enterprise agenda

· Establish standards for CFC excellence across priority field roles, including rep, ABM, and KAD competency expectations, performance standards, capabilities, behaviors, workflows, tools, data, and enablement required for effective planning and high-quality customer interactions.

· Lead external and internal benchmarking to identify capability gaps, emerging practices, and opportunities to strengthen field effectiveness; convert findings into a prioritized investment and transformation agenda.

· Create a common measurement and benchmarking framework that prioritizes what, when, and how to measure CFC experience using available field experience, adoption, call-quality, productivity, journey, and business-impact measures; sponsor a practical and repeatable Voice of Field and feedback engine to inform investment, design, and optimization decisions.

2. Lead enterprise CFC transformation and platform convergence

· Provide business leadership for the US Life Sciences Cloud transition, ensuring cross-business governance, CFC and CEP representation, discovery and requirements alignment, readiness, change strategy, risk escalation, and linkage to the broader CFC experience roadmap.

· Lead Scout expansion and convergence strategy, aligning sequencing, use cases, user personas, adoption, and transition from legacy reporting (i.e. SMART) and planning experiences to a streamlined, insight-led approach with better UX

· Sponsor convergence and rationalization of CFC tools, platforms, data, and processes, mapping the end-to-end CFC journey, identifying fragmentation and duplication, defining target-state principles, and driving senior stakeholder decisions on the future portfolio.

· Shape the future-state Field AI experience blueprint, integrating AI-enabled planning, insight, coaching, listening, and workflow opportunities in a responsible, compliant, and role-relevant manner.

· Create strong governance across transformation programs, clarifying outcomes, workstreams, accountabilities, interdependencies, decision forums, milestones, risks, and value measures while partnering with dedicated SMEs, product owners, Digital, and program delivery teams.

3. Elevate CFC Enablement Leads’ role as the strategic single point of contact for CEP leadership

· Define and embed a common strategic-orchestrator model for the three CFC Enablement Leads, with clear service expectations, decision rights, planning standards, engagement cadences, and shared tools.

· Position CFC Enablement Leads as trusted strategic advisors who bring CMO capabilities point of view to CEP leadership

· Ensure each CFC Enablement Leads develop an integrated CEP capability deployment plan anchored in business strategy, customer engagement priorities and field needs. Ensure plans are maintained as living, year-round tools for prioritization, sequencing, decision making, and pull-through.

· Provide oversight for capability pull-through orchestration by ensuring CFC Enablement Leads convene the right CMO SMEs, CEP leaders, and business team members to clarify requirements, align roles, resolve barriers, and drive timely implementation of priority capabilities.

· Maintain a unified portfolio view across CEP businesses to identify common needs, enable cross-business scale, manage dependencies, reduce duplicative asks, and inform CMO prioritization.

· Drive disciplined pull-through and adoption by ensuring plans translate into sequenced stakeholder engagement, readiness, communications, learning, implementation, issue resolution, and measurement of outcomes.

4. Lead senior stakeholders and cross-functional decision making

· Build alignment across senior US leaders including CEP leadership teams, CMO verticals, Digital, Analytics and AI, Global platform teams, Finance, Compliance, Legal, Learning, and Program Orchestration.

· Chair or represent the function in senior governance forums and provide concise, decision-oriented recommendations, trade-offs, risks, and escalation paths. (i.e. CEP Council, AI Council, sales leadership meetings)

· Influence without direct authority across a highly matrixed environment, resolving conflict and ambiguity while holding partners accountable to shared outcomes.

· Represent the US field voice early in capability design and bring CEP needs upstream into CMO-led capability builds so roadmaps, requirements, program deliverables, and solutions reflect role-specific needs, workflow realities, compliance requirements, and business nuance before build decisions are locked.

· Direct executive communications and change narratives that connect transformation activity to business value, colleague experience, customer engagement, and enterprise strategy.

5. Lead the organization, talent, and operating model

· Lead, coach, and develop a senior team of three Senior Director CFC Enablement Leads and one CFC Tools Enablement & Process Excellence Senior Manager; set outcomes, allocate capacity, manage performance, and build succession strength.

· Build an integrated team operating model that combines business-facing enablement, tools enablement, process excellence, field experience, and enterprise transformation leadership.

· Set portfolio and resource priorities based on strategic value, business urgency, enterprise risk, colleague impact, feasibility, and available capacity; stop or redirect work that does not support the agreed agenda.

· Create a culture of enterprise leadership and continuous improvement where the team shares insights, scales repeatable practices, uses evidence to make decisions, and actively removes friction for stakeholders and CFCs.

QUALIFICATIONS

· Education. Bachelor’s degree required; advanced degree such as an MBA preferred.

· Experience. 12+ years of progressive leadership experience across US biopharmaceutical commercial strategy, customer engagement, field operations, enablement, digital transformation, analytics, or related functions. Less with advance degree.

· Enterprise leadership. Demonstrated success leading complex, multi-year, cross-functional transformations with significant organizational impact, senior governance, investment choices, change leadership, and accountability for business outcomes.

· People leadership. Proven ability to lead and develop senior director-level talent, shape operating models, manage performance, and unify teams through ambiguity and organizational change.

· Executive stakeholder management. Exceptional executive presence and a record of advising, influencing, and aligning senior leaders across businesses and functions; able to frame decisions, negotiate trade-offs, and resolve competing priorities.

· Commercial and field expertise. Deep understanding of US customer-facing roles, customer engagement strategy, field planning and execution, business processes, and the connection between capabilities and commercial outcomes.

· Technology and AI fluency. Strong knowledge of CRM, field reporting and planning tools, data and analytics, workflow design, digital product ecosystems, and responsible AI; able to translate business needs into strategic platform and experience requirements.

· Strategic and analytical capability. Able to synthesize complex information, diagnose root causes, develop future-state strategies, build compelling business cases, and establish meaningful measures of value.

· Transformation and change leadership. Track record of mobilizing matrixed teams, creating governance, anticipating risk, removing barriers, and sustaining adoption through communications, learning, process, and operating-model changes.

· Communication. Outstanding written, verbal, and presentation skills in English, with the ability to simplify complexity and create clear, influential narratives for executive and field audiences.

· Compliance. Unwavering commitment to all applicable laws, regulations, policies, and standards, including responsible and compliant use of data, digital capabilities, and AI.
Candidate demonstrates a breadth of diverse leadership experiences and capabilities including: the ability to influence and collaborate with peers, develop and coach others, oversee and guide the work of other colleagues to achieve meaningful outcomes and create business impact.

Other Job Details:

Last Day to Apply: October 4, 2026

Work Location Assignment: On Premise, selected candidate must be onsite 2.5x weekly.

The annual base salary for this position ranges from $230,900.00 to $384,800.00. In addition, this position is eligible for participation in Pfizer’s Global Performance Plan with a bonus target of 25.0% of the base salary and eligibility to participate in our share based long term incentive program. We offer comprehensive and generous benefits and programs to help our colleagues lead healthy lives and to support each of life’s moments. Benefits offered include a 401(k) plan with Pfizer Matching Contributions and an additional Pfizer Retirement Savings Contribution, paid vacation, holiday and personal days, paid caregiver/parental and medical leave, and health benefits to include medical, prescription drug, dental and vision coverage. Learn more at Pfizer Candidate Site – U.S. Benefits | (uscandidates.mypfizerbenefits.com). Pfizer compensation structures and benefit packages are aligned based on the location of hire. The United States salary range provided does not apply to Tampa, FL or any location outside of the United States. This role is posted in multiple locations. If you are applying for the role in an secondary job posting location where pay transparency regulations apply, your Talent Advisor will share the local pay information with you during the first interview.

Relocation assistance may be available based on business needs and/or eligibility.

Candidates must be authorized to be employed in the U.S. by any employer.

U.S. work visa sponsorship (such as TN, O-1, H-1B, etc.) is not available for this role now or in the future.

Sunshine Act

Pfizer reports payments and other transfers of value to health care providers as required by federal and state transparency laws and implementing regulations. These laws and regulations require Pfizer to provide government agencies with information such as a health care provider’s name, address and the type of payments or other value received, generally for public disclosure. Subject to further legal review and statutory or regulatory clarification, which Pfizer intends to pursue, reimbursement of recruiting expenses for licensed physicians may constitute a reportable transfer of value under the federal transparency law commonly known as the Sunshine Act. Therefore, if you are a licensed physician who incurs recruiting expenses as a result of interviewing with Pfizer that we pay or reimburse, your name, address and the amount of payments made currently will be reported to the government. If you have questions regarding this matter, please do not hesitate to contact your Talent Acquisition representative.

EEO & Employment Eligibility

Pfizer is committed to equal opportunity in the terms and conditions of employment for all employees and job applicants without regard to race, color, religion, sex, sexual orientation, age, gender identity or gender expression, national origin, disability or veteran status. Pfizer also complies with all applicable national, state and local laws governing nondiscrimination in employment as well as work authorization and employment eligibility verification requirements of the Immigration and Nationality Act and IRCA. Pfizer is an E-Verify employer. This position requires permanent work authorization in the United States.

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