(高级)地方市场准入经理-北京
About this opportunity
职位描述：
该职位负责北京市部分市场准入相关工作，以支持公司业务的发展。在政府法规和公司政策的规范下，负责建立与地方医保局等相关政府部门的战略伙伴关系，积极塑造健康的医药行业政策环境；支持各业务部门制定地方准入策略和目标，并在本区域内执行，积极促进业务的长期战略发展。工作地点在北京。
主要工作职责：
1、建立和维护医保等相关政府部门、NGO组织及利益相关者的沟通平台。充分展现辉瑞在中国的使命和愿景，建立辉瑞支持和参与到各地的三医政策改革中的积极形象，使辉瑞成为各级政府健康战略的合作伙伴。
2、结合公司业务战略目标，积极促进当地政策优化和推进准入工作的达成。掌握并分析当地政策趋势和准入机会风险，制定准入策略和方案并积极倡导，包括国家和省级医保谈判药品的相关政策、集采政策、商保创新药政策、支付方式改革相关政策等，营造当地良好的政策和准入环境，促进业务的发展。
3、积极保持与区域内各业务部门的密切良好的沟通，提供专业政策指导、建议和支持。
4、积极参与医药行业的各项活动，充分通过RDPAC和其他协会组织的有效平台，为行业和公司发展创造有益的外部环境。
5、其他。如积极协助其他促进公司业务发展的相关工作。
任职要求：
本科以上学历，医学、药学、公共政策、卫生管理等相关专业优先
3-5年医药准入行业工作经验
良好的书面及口头表达能力
良好的沟通能力，具有与关键利益相关者密切合作，保持良好合作关系的丰富经验
良好的学习能力，具有政策敏锐度和政策分析能力
能以结果为导向，解决复杂问题的能力
团队精神：主动积极与同事合作
Pfizer is an equal opportunity employer and complies with all applicable equal employment opportunity legislation in each jurisdiction in which it operates.
Market Access
#LI-PFE
Job details
How this role compares
Computed from every other active Market Access role in our database, not just this employer's listings.
We currently track 150 comparable Market Access roles across 30 biopharma companies.
Salary context
44 of 150 peers report a salary range (USD, annualized)
Peers share this role's job function. This posting doesn't list a seniority level, so peers aren't narrowed by seniority either -- the range below may span more levels than usual.
Where these roles are based
Top locations among the 150 comparable roles
+ 17 more countries
Seniority mix
121 of 150 peers have a known seniority level
Therapeutic area mix
43 of 150 peers have a known therapeutic area; the rest are genuinely unlabeled, not hidden
Similar opportunities
The closest matches from our peer group, ranked by how similar they are, not how well you'd qualify for them -- treat this as market context, not a guaranteed shortlist; a weak match is labeled as one below.
How we calculate "similar"
No black box, no LLM guesswork: a deterministic score built from four normalized attributes. Here's this role's own peer group at different match levels, so you can see the mechanism, not just the result.
Every comparison starts from the same 100-point budget: 25 for working in the same function, 40 for the same therapeutic area, 20 for the same or adjacent seniority, 15 for the same country. A dimension we can't confirm on both sides contributes nothing, never a guess, never a free pass.
0 points, never a partial guess. A role we know almost nothing about beyond its function bottoms out at 25%; it never inflates to 100% just because there's little to compare against. Seniority uses a defined ladder (Associate → Manager → Associate Director → Senior → Principal → Director → Senior Director → Executive/VP) so "Director" and "Senior Director" count as adjacent, but "Director" and "Executive/VP" do not.