Senior Director, Employer Business Integration & Performance

Lilly • Indianapolis, IN

12d • $154,500 - $226,600

About The Position

Lilly Employer is a new organization focused on accelerating obesity access through both traditional and new models to drive increased opt-in and utilization. We are focused on delivering improved employer and employee experience and outcomes, accelerating evidence generation, and helping to shape a more transparent healthcare ecosystem. We work to eliminate barriers to access and affordability and improving lives through Lilly medicines. We are committed to understanding customer needs and the healthcare ecosystem, proactively identifying and removing obstacles to ensure a seamless consumer experience. This new team embodies a collaborative spirit, strategic thinking, and a readiness to adopt change and technology for better outcomes.

The Senior Director, Senior Director, Employer Business Integration & Performance will report to the AVP, Lilly Employer Business Operations and serve as the strategic integration leader across the full Lilly Employer organization. This role translates enterprise and portfolio strategy into cross-functional execution—aligning Field, Strategy & Marketing, Business Operations, Platforms, and Business Development against shared business outcomes and the employer benefits decision cycle. The role drives strategic alignment through governance and operating mechanisms, leads transformational projects that accelerate employer access, and represents Lilly Employer on key enterprise and cross-functional initiatives.

Candidates should be strategically minded, analytically fluent, and energized by leading cross-functional transformation in a high-growth environment. They should bring strong business acumen—the ability to synthesize performance insights across sales, marketing, platforms, and operations into a clear read on business health and strategic direction. They should thrive in whitespace, bringing structure to ambiguity, translating strategy to execution, and driving alignment without positional authority. This is a high-potential accelerator role: the person who does this well will touch every dimension of running a business and will be positioned for future general management leadership.

Requirements

• Bachelor’s degree
• At least five years of experience in commercial strategy, commercial operations, Lilly Value & Access, business operations, data and analytics, marketing or strategic planning
• Qualified applicants must be authorized to work in the United States on a full-time basis. Lilly will not provide support for or sponsor work authorization and visas for this role, including but not limited to F-1 CPT, F-1 OPT, F-1 STEM OPT, J-1, H-1B, TN, O-1, E-3, H-1B1, or L-1.

Nice To Haves

• MBA or advanced degree
• Demonstrated ability to build and refine strategy and then execute with speed and excellence
• Strong analytical and business acumen—fluency in interpreting data analytics and synthesizing complex insights into strategic recommendations; fluency with financial and strategic modeling
• Experience designing and driving strategic operating cadences for multi-functional organizations
• Experience with strategic planning, budgeting, and resource allocation
• Experience operating in high-growth, ambiguous, whitespace environments
• Demonstrated ability to influence without authority and manage complex stakeholders
• Strong KPI/scorecard and performance measurement experience
• Executive presence and excellent written and verbal communication skills
• Experience with employer benefits ecosystem, B2B commercial models, or health technology
• Proven ability to operate within compliance frameworks (CPP, GPP, legal/regulatory)

Responsibilities

• Lead high-priority, cross-functional projects as they emerge—scoping the problem, executing strategic modeling, structuring the work, coordinating across functions, and driving to resolution. Projects will vary but will consistently tie to removing barriers to employer access, accelerating opt-in growth, or strengthening the commercial system.
• Synthesize insights across the Employer team, Business Operations (including the Employer Intelligence System), BI&A, and GOSO into an analytically grounded monthly read on Employer business health—covering opt-in trajectory, penetration trends, pipeline health, flywheel stage performance, and channel-level performance. Integrate performance insights from analytics partners into a unified scorecard and narrative into a single source of truth on whether the Employer commercial system is working. Not a dashboard—a strategic narrative with judgment that recommends action.
• Design and drive the strategic operating cadence for the full Employer organization—weekly leadership syncs, monthly business reviews, quarterly planning—with defined agendas, decision rights, and outputs. Ensure the cadence drives strategic alignment and resource decisions, not just status updates. Includes leadership reporting packages for LUSA LT, CEO visits, and LVA updates.
• Lead annual strategic planning, budget development, and headcount allocation across all functions with quarterly milestones, investment phasing, and trade-off analysis.
• Lead strategic, time-bound projects that remove barriers to employer access, accelerate opt-in growth, or build new commercial capabilities—scoping the problem, structuring the work plan, and driving cross-functional execution to resolution.
• Contribute to the bold aspiration of delivering additional 20-30M employer OMM covered lives by January 2028.
• Translate cross-functional performance data into strategic insight. Partner with the Business Operations team (including the Employer Intelligence System), BI&A, and GOSO to synthesize analytics outputs into a single, clear-eyed read on business health—connecting leading indicators to lagging outcomes and translating complex data into strategic recommendations for the AVP and SVP.
• Serve as the strategic connector across Field, Strategy & Marketing, Business Operations, Platforms, and Business Development—ensuring functional plans are integrated, sequenced against the benefits buying cycle, and driving toward shared business outcomes.
• Distinguish signal from noise across flywheel stage KPIs, field activity, pipeline health, opt-in trajectory, penetration rates, VBA performance, platform adoption, and channel-level performance (PBM vs. Employer Connect vs. Direct).
• Monitor the strategic health of the employer flywheel as a connected system, identifying breakdowns across stages (Lead → Needs Assessment → Tension ID → Path to Access → Opt-In → Pull-Through → Outcomes), quantifying impact, and driving cross-functional resolution.
• Drive the Employer team governance and strategic operating cadence—weekly leadership syncs, monthly business reviews, quarterly planning—keeping all functions aligned, accountable, and focused on the highest-value decisions.
• Represent Lilly Employer on standing cross-functional committees and working groups to drive outcomes.
• Manage LUSA LT requests and deliverables for Lilly Employer.
• Prepare board-quality materials for leadership communications including LUSA LT pre-reads, CEO visit materials, Executive Committee and Lilly Board of Directors, CMH Core team, and quarterly updates.
• Lead annual strategic planning, budget development, and resource allocation across all Employer functions. Translate strategy into funded quarterly milestones with clear accountability.
• Build trade-off analysis when functions compete for limited resources. Ensure investment phasing aligns to the benefits buying cycle and portfolio launch timing.
• Integrate performance insights from analytics partners into the “What is Winning” scorecard—a unified view across Business Impact, System Health, and Capability Readiness.
• Be a high-contributing member of the Lilly Employer Leadership Team while driving cadence, agenda, and priorities to ensure effective Lead Team behaviors and governance.
• Ensure compliance with company policies, the Red Book, CIQ procedures and tools, and all compliance procedures.

Benefits

• company bonus (depending, in part, on company and individual performance)
• company-sponsored 401(k)
• pension
• vacation benefits
• medical, dental, vision and prescription drug benefits
• flexible benefits (e.g., healthcare and/or dependent day care flexible spending accounts)
• life insurance and death benefits
• certain time off and leave of absence benefits
• well-being benefits (e.g., employee assistance program, fitness benefits, and employee clubs and activities)

What This Job Offers

• Job Type: Full-time
• Career Level: Senior