Marketing Project Manager

The Marketing Project Manager will drive execution of the Innovation Project pipeline across Alfasigma USA, while ensuring seamless coordination of MLR (Medical, Legal and Regulatory) review and efficient management of the Veeva PromoMats platform. Your mission is to manage the project teams to deliver product innovation, maintain compliance, and optimize internal processes. In this role, it is essential to be a self-driver, have superior attention to detail with high energy, to thrive in our fast-paced, collaborative environment. This is a hybrid position based in our Bedminster, NJ offices.

Key Responsibilities :

Innovation Project Management

• Demonstrate your ability to lead and manage multiple innovation projects across the organization, ensuring alignment with organizational goals and objectives. Lead all cross functional team meetings.
• Showcase your attention to detail and ability to connect the dots through detailed project plans, timelines, and dashboards, ensuring projects are delivered on time and within scope.
• Coordinate with cross-functional teams (marketing, sales, legal, medical, regulatory, manufacturing, quality, finance, trade, etc.) to ensure effective collaboration and project execution.
• Proactively identify, assess, and mitigate potential project risks to ensure timely and successful project delivery.
• Track and report on project progress, milestones, and performance to key stakeholders, providing regular updates on status and issues.
• Ensure that the innovation projects adhere to quality standards, regulatory guidelines, and company policies.

MLR & Veeva Management

NOTE : this description is not intended to be all-inclusive. An employee may perform other related duties to meet the ongoing needs of the organization; these duties are considered marginal.

Key Internal Relationships :

Marketing, Market Research, Medical Affairs, Sales, Training, Finance, Regulatory, Legal

Experience & Qualifications :

WHO WE ARE :

Alfasigma USA is the local affiliate of the Italian based pharmaceutical company, Alfasigma. Alfasigma is a leading Italian pharmaceutical company focused on prescription drugs, over-the counter (OTC) and nutraceutical products and has a presence in 90 countries.

Alfasigma USA's main goals are to improve the health and quality of life of patients by finding solutions to treat specific patient populations, expand our existing portfolio and bring new products into the US market. We strive to be a strong healthy company in a strong healthy world.

Alfasigma USA is headquartered in Bedminster, NJ. with a manufacturing plant in Shreveport, LA., a remote mail order pharmacy call center and an established national salesforce.

Alfasigma USA, Inc. offers :

Alfasigma USA, Inc. and its subsidiary, Brand Direct Health, L.L.C. (collectively the "Company") is committed to a policy of Equal Employment Opportunity and will not discriminate against an applicant or employee on the basis of race, religious creed, religious observance, color, age, sex, sexual orientation, gender, gender identity, gender expression, genetic information, national origin, ancestry, marital status, medical condition as defined by state law (cancer and genetic characteristics), disability, military service, military and veteran status, pregnancy, childbirth and related medical conditions, or any other classification protected by federal, state, and local laws and ordinances. Applicants with disabilities may be entitled to reasonable accommodation under the terms of the Americans with Disabilities Act and certain state or local laws. A reasonable accommodation is a change in the way things are normally done which will ensure an equal employment opportunity without imposing undue hardship on the Company. Please email Human Resources at applicant@alfasigma.com if you need assistance completing any forms or to otherwise participate in the application process

Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)