Senior Physician Liaison

Overview

The Senior Physician Liaison is responsible for increasing patient referrals in assigned territories by developing and maintaining mutually beneficial relationships with physicians and their practice staff. Through face-to-face consultative relationships with select physicians, the liaison will help position the resources of Dana-Farber Cancer Institute and earn referrals. The position structure is 70% field execution, 25% business and field planning, and 5% for other department responsibilities. Primary Territory: Boston metro, Boston metro-West, South Shore / Southeastern Massachusetts. Secondary Territory: Rhode Island and Connecticut

Located in Boston and the surrounding communities, Dana-Farber Cancer Institute is a leader in life changing breakthroughs in cancer research and patient care. We are united in our mission of conquering cancer, HIV/AIDS, and related diseases. We strive to create an inclusive, diverse, and equitable environment where we provide compassionate and comprehensive care to patients of all backgrounds, and design programs to promote public health particularly among high-risk and underserved populations. We conduct groundbreaking research that advances treatment, we educate tomorrow's physician/researchers, and we work with amazing partners, including other Harvard Medical School-affiliated hospitals.

• Analyzes referral volume and market potential to recommend a growth and/or retention strategy
• Leads annual territory plan development with measurable, actionable goals to be reviewed and updated quarterly, including leveraging CRM and data mining for prospects
• Executes relationship building through face-to-face meetings (may be in-person or virtual) with targeted physicians, office staff, and other key referral sources to increase physician utilization within a defined geographic territory. Striving to consistently meet or exceed growth goals
• Develops key messages to effectively communicate, differentiate, and promote key service benefits to targeted physicians and office staff
• Contributes current and relevant market intelligence to the appropriate internal stakeholders for action or informational purposes
• Initiates issue resolution workflow as needed, to capture, maintain, or increase physician utilization and ensure that internal and external obstacles to business growth and retention are identified and minimized, or eliminated
• Works with internal clinical directors, managers, and others as needed in identifying and fulfilling the needs of physician practices when specific services are requested, or problem is identified, and a resolution is required
• Works with client communication and marketing colleagues to develop supporting collateral, compile clinical updates, and aggregate relevant news for physicians and their office staff that promotes awareness, intake, and physician referral
• Implements field activity, issues, and market intelligence into CRM on a recurring basis
• Completes the requested weekly and/or monthly reports which identify market trends, additional business opportunities, and obstacles to new business growth
• Supports development of improved physician communication process working toward white-glove service for physicians engaging with Dana-Farber

KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED:

• Understanding of market intelligence insights and ability to use combined with referral data to assess market changes to inform segmentation
• Ability to plan, organize and manage resources within prescribed timeframes
• Ability to present, probe, persuade, and actively listen to physician needs and respond with the right mix of clinical information that produces results and reinforces positive perception of Dana-Farber
• Knowledge of CRM software, e.g., SalesForce, and other data platforms that provide information relevant to the role
• Ability and willingness to learn new software as needed to ensure efficiency and effectiveness. Comfortable with meetings on Zoom, as the environment requires
• Excellent relationship sales skills
• Ability to work within a team structure, integrating and collaborating with various leadership and management groups to strategize and drive results
• Ability to manage direct reports and motivating a team toward individual and defined team/department goals
• Conceptual, critical, and analytical thinking skills – ability to connect the dots, look at all perspectives, and get to the root cause of issues

MINIMUM JOB QUALIFICATIONS:

The position requires a bachelor’s degree, with a master’s degree preferred, though extensive healthcare or relevant sales experience may substitute for the degree. Candidates must have 5-7 years of sales experience, preferably in physician or healthcare provider settings, along with supervisory experience. A valid driver’s license and reliable transportation are required for travel.

SUPERVISORY RESPONSIBILITIES:

Will guide and oversee a Physician Liaison team of 1-3 reports.

PATIENT CONTACT: None

At Dana-Farber Cancer Institute, we work every day to create an innovative, caring, and inclusive environment where every patient, family, and staff member feels they belong. As relentless as we are in our mission to reduce the burden of cancer for all, we are committed to having faculty and staff who offer multifaceted experiences. Cancer knows no boundaries and when it comes to hiring the most dedicated and compassionate professionals, neither do we. If working in this kind of organization inspires you, we encourage you to apply.

Dana-Farber Cancer Institute is an equal opportunity employer and affirms the right of every qualified applicant to receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, national origin, sexual orientation, genetic information, disability, age, ancestry, military service, protected veteran status, or other characteristics protected by law.

Pay Transparency Statement

The hiring range is based on market pay structures, with individual salaries determined by factors such as business needs, market conditions, internal equity, and based on the candidate’s relevant experience, skills and qualifications.

For union positions, the pay range is determined by the Collective Bargaining Agreement (CBA).