Director, U.S. Brand Strategy & HCP Engagement, Rare Neurology

We need to output HTML fragment with sections: About the role? The description includes "Job Description" and "Position Overview". We need to use

for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We should not repeat job title as heading. We need to include sections only if posting has real specific content. We have content: Job Description (overview), Position Overview, Key Responsibilities (with sub-sections), Qualifications, Competencies, Pay range, Benefits. We need to map to headings: About the role (maybe combine Job Description + Position Overview). Responsibilities (Key Responsibilities). Requirements (maybe Qualifications). Skills (maybe Competencies). Benefits (Company benefits). Pay (salary range). Schedule (maybe travel? Up to 30% travel). Could include Schedule heading if travel info present. The instruction: include a section ONLY when posting has real, specific content for it — never emit a heading followed by filler/placeholder text. So we can include Schedule if travel info is specific: "Up to 30% travel based on business needs." That's specific enough. We must not include boilerplate like EEO, disclaimer, application instructions, etc. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. So we need to strip out all that. We need to preserve ALL substantive information; do not invent or summarize away detail. So we need to keep the details from the description. We need to use

• for any list of duties/requirements/benefits, and

  for prose. We need to output only HTML fragment, no /, no markdown fences. Let's extract substantive content: Job Description paragraph: "The Director, U.S. Brand Strategy & HCP Engagement is the marketing leader accountable for the integrated annual brand plan and the branded HCP strategy and execution system. Before approval, the Director leads product positioning, HCP segmentation, claims strategy, and development of branded HCP launch assets held for activation at approval. Following approval, the Director owns branded HCP strategy, content, promotion, peer-to-peer programs, congresses, field tools, budget, and performance across channels. The Director, Market Development & Patient Journey retains accountability for unbranded disease education and pathway programs, patient advocacy partnerships, branded patient and caregiver marketing following approval, and marketing-wide omnichannel integration. Once launch strategy is established, the Director leads branded HCP execution through launch and lifecycle — updating messages as data and the label evolve and optimizing performance over time." Position Overview paragraph: "Before approval, all externally facing product-related work is nonpromotional and compliant: no promotional claims are made for an investigational product; branded HCP assets are developed and held for activation at approval; and Medical Affairs retains ownership of scientific exchange. The Director builds the branded HCP system behind the MLR wall so positioning, claims, channel plans, peer-to-peer content, congress plans, and field tools are ready for approval-day activation." Key Responsibilities: There are sub-sections: Brand Strategy and Launch Readiness (pre-approval), Branded System Leadership (post-approval), Omnichannel, Agency, and Congress Integration, Cross-Functional Leadership. We need to list duties as

  • . Probably each bullet point within those sub-sections. Let's extract bullet-like sentences: Under Brand Strategy and Launch Readiness (pre-approval): - Lead development and execution of brand positioning, the launch narrative, and the claims strategy across label scenarios, grounded in approved evidence and cross-functional input. - Define HCP audience segmentation and engagement strategy for the specialist and referring-clinician universe. - Lead agency-of-record direction for branded workstreams; own the branded asset development pipeline through MLR review so a complete launch system is approved and staged before action-date decisions. - Build the product and HCP digital experience — websites, CRM programs, and media plans — developed and held unpublished until approval and final labeling. - Develop field launch tools and readiness materials for the account team in advance of deployment. Under Branded System Leadership (post-approval): - Lead development of annual brand planning, budget recommendation, and agency direction; lead HCP promotion and coordinated execution across web, email, media, congress, and field channels. - Update messaging as data and the label evolve; improve performance using channel and engagement analytics. - Partner with the TLL team and Account Managers to incorporate field insights into branded HCP strategy, prepare the field for launch, and support approved branded execution following approval. Under Omnichannel, Agency, and Congress Integration: - Partner with the Director, Market Development & Patient Journey, who serves as the primary marketing liaison to the Omnichannel Business Partner, to translate branded HCP priorities into integrated channel plans, data and technology requirements, execution roadmaps, and performance measures. - Retain accountability for branded HCP strategy, content, channel decisions, budget, and performance. - Co-lead the advertising Agency of Record relationship with the Director, Market Development & Patient Journey, including integrated planning, shared ways of working, scope coordination, and agency performance. - Serve as the accountable marketing lead for branded HCP agency briefs, budgets, and deliverables; the Market Development Director remains accountable for unbranded market development and disease education and, following approval, branded patient and caregiver agency work. - Lead the overall congress strategy, budget, and execution. - Incorporate market-development, patient-journey, unbranded disease-education, advocacy, and omnichannel requirements contributed by the Director, Market Development & Patient Journey and other partners. - Lead branded HCP peer-to-peer programs following approval, while the Director, Market Development & Patient Journey leads unbranded HCP disease-state peer-to-peer programs before and after approval. Under Cross-Functional Leadership: - Partner with Medical Affairs on the scientific narrative-to-promotion handoff while respecting Medical's independent ownership of scientific exchange. - Partner with Market Access and HEOR on value narrative alignment; with Regulatory and Legal on claims boundaries; and with the TLL team and account leadership on field insight loops. - Represent branded HCP strategy in cross-functional launch planning and coordinate agreed priorities and actions across functions. Qualifications: - 10–12 years of commercial experience in the US pharmaceutical industry, with expertise in HCP marketing, new product launches, access, and market analysis. - Strong leadership with exceptional communication, presentation, and business partnering abilities; MBA or relevant graduate degree preferred. - Prior rare disease commercialization experience required; neurology, neuromuscular, or genetically defined population experience strongly preferred. - Demonstrated pre-launch and launch leadership, including brand building in advance of approval and within pre-approval promotional boundaries. - Demonstrated success developing and executing marketing strategy, agency management, market research, and forecasting. - Up to 30% travel based on business needs. Competencies (list): - Accountability for Results - Stay focused on key strategic objectives, be accountable for high standards of performance, and take an active role in leading change. - Strategic Thinking & Problem Solving - Make decisions considering the long-term impact to customers, patients, employees, and the business. - Patient & Customer Centricity - Maintain an ongoing focus on the needs of our customers and/or key stakeholders. - Impactful Communication - Communicate with logic, clarity, and respect. Influence at all levels to achieve the best results for Otsuka. - Respectful Collaboration - Seek and value others’ perspectives and strive for diverse partnerships to enhance work toward common goals. - Empowered Development - Play an active role in professional development as a business imperative. Pay: "Minimum $186,489.00 - Maximum $278,875.00, plus incentive opportunity: The range shown represents a typical pay range or starting pay for individuals who are hired in the role to perform in the United States. Other elements may be used to determine actual pay such as the candidate’s job experience, specific skills, and comparison to internal incumbents currently in role. Typically, actual pay will be positioned within the established range, rather than at its minimum or maximum. This information is provided to applicants in accordance with states and local laws." We need to include Pay section only if posting actually states them. Yes, we have salary range. So we will include Pay heading

    Pay

    and then a

    with that info. Benefits: "Company benefits: Comprehensive medical, dental, vision, prescription drug coverage, company provided basic life, accidental death & dismemberment, short-term and long-term disability insurance, tuition reimbursement, student loan assistance, a generous 401(k) match, flexible time off, paid holidays, and paid leave programs as well as other company provided benefits." Also there is a link to video and Talent Community but those are application instructions/boilerplate; we should remove them. So we keep only the benefits description. Schedule: travel info could be under Schedule heading. The instruction: Use

    for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have Schedule heading for travel. We'll include Schedule

    Schedule

    with

    Up to 30% travel based on business needs.

    Now we need to decide which sections to include: About the role (combining Job Description and Position Overview). Responsibilities (Key Responsibilities). Requirements (maybe Qualifications). Skills (Competencies). Benefits. Pay. Schedule. We should not include Requirements if we already have Qualifications? The instruction list includes Requirements as a possible heading. But we have Qualifications section; we could map Qualifications to Requirements heading? However they said use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we can have both Qualifications and Requirements? Probably we should use Qualifications for the qualifications list, and Requirements maybe for something else? But we don't have separate Requirements besides qualifications. Could combine them under Qualifications. Safer to follow the instruction: Use those headings when appropriate. We have qualifications content, so we can use

    Qualifications

    . We could also have

    Requirements

    but we don't have separate content; better not to emit empty heading. So we will include Qualifications. Skills: we have competencies list, so we can use

    Skills

    . Now we need to format lists. For Responsibilities, we have multiple sub-sections; we could just list all duties as
    • items, maybe grouping with subheadings? But we cannot add extra headings beyond the allowed ones? We could keep subheadings as plain text within

      or ? The instruction only says use

      for section headings (the listed ones). It doesn't forbid other headings like

      but better to avoid. We can keep the responsibility sub-sections as

      with bolded titles? But we need to preserve all substantive information; we can include the sub-section titles as part of the

      text. Simplify: create a

      with each duty as
      • . That will preserve all info. Similarly for Qualifications: each bullet as
      • . Skills: each competency as
      • . Benefits: it's a prose sentence; we can put in

        . Pay: prose in

        . Schedule: prose in

        . Now we need to strip out boilerplate: The video link, Talent Community links, disclaimer, EEO, scam warning, etc. Also remove "Application Deadline: This will be posted for a minimum of 5 business days." That's application instruction; remove. Also remove "Come discover more about Otsuka and our benefit offerings; https://ah-prod.com/multi/videoplayer/player.html?v=6385356920112." and "Join Our Talent Community: ..." and the links. Also remove "Disclaimer: This job description is intended..." etc. Also remove "Otsuka is an equal opportunity employer..." etc. Also remove "If you are a qualified individual with a disability..." etc. Also remove "Statement Regarding Job Recruiting Fra