Director, Employer Partnerships | Mid-Atlantic

Local Infusion•Washington, DC

About The Position

Local Infusion is one of the country’s fastest-growing providers of clinic-based infusion therapy, on a mission to deliver a best-in-class patient experience while lowering the total cost of specialty care. We partner with payers, employers, and health systems to expand access, improve outcomes, and bring innovation to a rapidly evolving specialty infusion market. As we scale nationally, we’re building an Enterprise Growth organization that drives our most strategic commercial initiatives. We’re now looking for a Director of Employer Partnerships to help shape and accelerate our next phase of growth. We are building a direct-to-employer growth channel to complement our payer and health system strategies. The Director, Employer Partnerships will be a foundational hire responsible for originating, structuring, and closing employer partnerships that improve patient access, clinical experience, and total cost of care for infusion therapy. This role is not transactional benefits sales. It requires selling a clinical and financial solution to sophisticated buyers—self-funded employers, unions, municipalities, and public-sector programs—while navigating brokers, consultants, and TPAs who strongly influence decisions. The ideal candidate has sold healthcare solutions directly to employers, understands how self-funded benefits actually work, and can build trusted relationships across the employer ecosystem.

Requirements

7–12+ years of healthcare sales or partnerships experience, including: Direct selling to self-funded employers Managing broker- and consultant-influenced sales cycles
Demonstrated experience selling complex healthcare solutions, such as: Provider networks or specialty care solutions Carve-outs or centers-of-excellence models Value-based or outcomes-oriented healthcare offerings
Strong understanding of: Self-funded benefit structures Role of brokers, consultants, and TPAs Employer decision-making dynamics
Proven ability to operate independently in a defined territory.
Executive-level presence with employers and advisors
Consultative, credible, and intellectually curious
Comfortable selling solutions that touch clinical care
Entrepreneurial mindset—builds before scaling
High integrity and long-term relationship orientation

Nice To Haves

Selling to unions, Taft-Hartley plans, municipalities, or public-sector employers
Experience in specialty care, infusion, oncology, autoimmune, or complex chronic conditions
Familiarity with pharmacy vs. medical benefit dynamics
Experience launching or scaling a new employer GTM motion (not just inheriting a book of business)

Responsibilities

Own direct employer growth across the Mid-Atlantic territory, with a focus on: Self-funded employers (1,000–7,500+ lives) Labor unions and Taft-Hartley plans Municipal, county, and quasi-governmental employers
Develop and close employer partnerships focused on infusion therapy access, site- of-care optimization, and cost management.
Lead complex, multi-stakeholder sales cycles involving HR, finance, benefits leaders, clinical advisors, and labor leadership.
Build productive relationships with: Regional and national benefits brokers Benefits consultants (including public-sector focused firms) Third-party administrators (TPAs)
Position our solution as broker- and consultant-friendly, aligning with benefit strategy, not bypassing it.
Navigate consultant-led RFPs, finalist presentations, and benefit design discussions.
Sell consultatively—connecting clinical outcomes, member experience, and economic value.
Partner internally to structure employer agreements that may include: Preferred site-of-care programs Steerage and education initiatives Data and reporting commitments Performance-based or value-oriented constructs
Educate employers and advisors on infusion economics (HOPD vs. clinic, pharmacy vs. medical benefit dynamics).
Serve as the “voice of the employer” internally.
Provide feedback to growth, operations, clinical, and analytics teams to refine: Employer value propositions Pricing and contracting approaches Implementation and reporting models
Maintain disciplined pipeline management and forecasting.