Manager - FDA Policy (Leavitt Partners)

The ideal candidate for this role will have a bachelor’s degree, with a strong preference for a relevant master’s degree or Juris Doctorate. They should also have an understanding of and about five years of prior experience on health policy issues, including issues related to medical product regulation at FDA and other life sciences issues. They will have experience in communicating with policymakers and stakeholders, and researching and synthesizing relevant/current health care related policies, regulations, and legislation. Specific subject matter knowledge in FDA policy and regulations, FDA user fee reauthorization process, and medical product development is preferred.

Job Summary

A Manager is primarily responsible to manage client projects and ensure projects are on time, under budget, and within scope. Managers lead project teams, conduct client interactions, and keep client leads up to date on projects. Managers are expected to demonstrate an intermediate knowledge of the U.S. health care system, with an emphasis in two or three topic areas.

Work Performed and Job Requirements

• Lead project teams and manage multiple projects.
• Be responsible for project outcomes.
• Ensure project proposal terms are met including timelines, budgets, and deliverables.
• Create and oversee organized project plans and apply principals of project management.
• Manage team dynamics, project setbacks, and project plan adjustments.
• Implement client feedback and finalize deliverables.
• Conduct client interactions and be responsive to client needs.
• Keep client lead apprised of progress and client needs.
• Apply health care expertise in work product.
• All other duties as assigned.

Education/Training

A minimum of a bachelor’s degree in political science, public policy, or a related field is required. A master’s in a similar field is strongly preferred.

Experience

The Manager should have at least 5 years of experience in public health/policy, federal legislation, and other related areas.

Knowledge, Skills, and Abilities

• Demonstrated high collaborative IQ and leadership abilities
• Ability to manage complex projects and project teams
• Ability to deliver high quality, polished work
• Manage up, create value and efficiency for leads
• Professional presentation skills
• Strong written and verbal communication skills
• Excellent research and analysis skills

Work Aids and Equipment Used

Computer, printer, copier, scanner, fax, telephone, web conferencing.

Working Conditions

Work is sedentary in nature and performed in an office environment. Work may be stressful at times. 

Physical/Mental Demands

Work requires hand dexterity for office machine operation; stooping, climbing, and bending to files and supplies; mobility to complete errands; stand/sit for up to eight hours each day; ability to communicate clearly when using the telephone; requires sitting; standing, walking, reaching, bending, lifting, and twisting at times; moderate levels of stress.

About Leavitt Partners

Leavitt Partners (LP) has been at the forefront of health policy development for more than three decades.  The firm is comprised of professionals whose experience spans the executive and legislative branches of government.  As former congressional staff and executive branch political appointees, its team members know the regulatory and legislative processes firsthand and are respected for integrity, expertise, and a record of success.  LP helps clients understand and navigate the legislative and regulatory environments to create opportunities, resolve problems, direct action, and build and maintain positive interactions with key federal policymakers.   

For more information please visit LeavittPartners.com.

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)