- Location
- USA - NY - Headquarters, United States of America
- Type
- Full-time
- Department
- IT
- Seniority
- Senior
- Experience
- 12+ years
- Education
- PhD
- Closing date
- Today
- Source
- Workday
Description
WHY PATIENTS NEED YOU
The AI CoE Product Lead is responsible for driving product as a horizontal function across the Ai CoE verticals while having tight collaboration with the broader Platform and Product teams within Digital. This function will be embedded in the Strategic Operations, Global Support & Enablement organization, providing focused leadership and product expertise that span all the mosti critical strategic initiatives within the AI Coe.
WHAT YOU WILL ACHIEVE
The core, cross-platform product management, experience and design research, marketplace and catalog curation, and adoption measurement, stays lean because its leverage is judgment and orchestration, not volume. The labor-intensive work of adoption is federated: a central enablement hub orchestrates a champions network embedded in the divisions, rather than staffing a large central training organization. The team is intentionally lean. Its authority comes from mandate, and cross collaboration.
HOW YOU WILL ACHIEVE IT
Cross-Platform Product Management
Own the end-to-end colleague experience that spans Loom, MemX, and Forge49 with the Ai Marketplace tools, the product no single engineering pillar owns, defining how a colleague’s work moves across platforms as one coherent journey.
Overseeing engineering pillars’ roadmaps. Adoption evidence sets what Platform Engineering teams build next. The pillars own how and how well; this team owns what matters most and for whom. The CDAO arbitrates when demand and feasibility collide.
Maintain product-minded ownership of the three-platform experience, validated through continuous engagement with colleagues across R&D, Commercial, PGS, and enabling functions.
Adoption & Enablement
Own the adoption model for the three platforms, including role-cohort rollout on a regular cadence, so capability reaches the colleagues who carry the heaviest load first.
Operate a central enablement hub that owns the rollout method, AI literacy, and practitioner training, focused on how colleagues think and work with these tools, not only how to click through them.
Orchestrate a federated champions network. Champions are embedded in the divisions on a hub-and-spoke model, dotted-line and division-funded, not centralized headcount. The hub sets the standard and the cadence; the divisions supply the reach.
Own the feedback path from the field back into the roadmap, ensuring adoption friction is surfaced as a prioritization signal rather than absorbed silently.
Experience & Design Research
Own colleague journey mapping and friction analysis across the three platforms, the qualitative discipline that makes “voice of the divisions” a practice rather than a slogan.
Investigate why colleagues route around the governed path, and translate those findings into product and roadmap direction for the engineering pillars.
Serve as the qualitative complement to adoption measurement: measurement shows what is happening, design research explains why.
Adoption Measurement and Value Realization
Collaborate with the Platform teams to drive adoption, and adoption measurement for the three platforms as the source of truth, governed-path versus shadow-path usage, reuse rate, leakage, and hours recovered. This is the steering signal that drives prioritization, not a downstream report card.
Own value realization for Loom, MemX, and Forge49 (including AI Marketplace tools). The Strategic Operations & Global Support team owns the value-measurement methodology and the enterprise scorecard; this team applies that standard to the three platforms and AI Marketplace tools and reports conformant results. Enterprise aggregation across Tableau, Snowflake, and all other investments sits with Portfolio and Operations.
Feed the three-platform adoption and value metrics into the AI value scorecard as its source for those platforms, so there is one instrumentation pipe and one owner rather than competing dashboards.
Critical Leadership Profile
The ideal candidate is known for:
Creating clarity from ambiguity.
Leading through influence rather than authority.
Connecting strategy to execution.
Building alignment among senior stakeholders.
Translating technical complexity into business outcomes.
Navigating highly matrixed environments.
Accelerating decision making and delivery.
Bringing structure to complex, evolving initiatives.
Communicating with executive presence and credibility.
QUALIFICATIONS
Must-Have
Applicant must have a bachelor's degree with at least 12+ years of experience.
15+ years of product management or product development experience; pharmaceutical or healthcare experience a strong plus.
Significant experience in a high-growth environment, taking products from inception to launch and building aneffective product team.
Experience with agile/lean and cloud-native development, big data and analytics.
Experience scaling products, overseeing their build from MVP to mass scale.
Experience in managing a cross-functional team in the healthcare industry.
A demonstrated business acumen and history of accountability and performance delivery, leading teams to meet or exceed objectives.
Strong analytical skills with an emphasis on data-driven decision making.
Familiarity with common project management tools for sprint planning, roadmaps, and analytics, etc.
Entrepreneurial spirit. Ability to operate and quickly respond to emerging needs.
Strong product mindset: Ability to quickly research, design, build and launch digital products to meet company and market needs.
Excellent written and verbal communication skills as well as the ability to influence key partners and stakeholders.
Nice-to-Have
Master's degree with at least 10+ years of experience; OR a PhD with 7+ years of experience; OR a MD with 5+ years of experience.
Additional consideration will be given to individuals who, in addition to the above, have regulated medical device or digital healthcare industry, or related experience.
Candidate demonstrates a breadth of diverse leadership experiences and capabilities including: the ability to influence and collaborate with peers, develop and coach others, oversee and guide the work of other colleagues to achieve meaningful outcomes and create business impact.
NON-STANDARD WORK SCHEDULE, TRAVEL OR ENVIRONMENT REQUIREMENTS
Travel may be required as part of this role. Expectations around travel will vary but candidates must be capable of travel within the region, to other regions, and to Pfizer World Headquarters.
Pfizer Digital is a 7x24x365 endeavor. This role may require physical or virtual participation on a weekend, holiday, or after normal business hours
OTHER JOB DETAILS
Last Date to Apply for Job: August 27, 2026
Additional Location Information: NA
Eligible for Relocation Package – NO
Secondment 12 months
If you are currently in a driving position with a fleet vehicle and this secondment does not require driving as an essential function of the position for 12 months or longer, you will be required to turn in your fleet vehicle for the duration of the non-driving secondment. Please refer to the Fleet Policy and Procedures document for more information.
There will be no change to your current work location.
Position is considered Flexible, and colleagues are expected to comply with Log In For Your Day (LIFYD) requirements at site location (e.g. about 2.5 days a week in office).
Relocation assistance may be available based on business needs and/or eligibility.
Candidates must be authorized to be employed in the U.S. by any employer.
U.S. work visa sponsorship (such as TN, O-1, H-1B, etc.) is not available for this role now or in the future.
Sunshine Act
Pfizer reports payments and other transfers of value to health care providers as required by federal and state transparency laws and implementing regulations. These laws and regulations require Pfizer to provide government agencies with information such as a health care provider’s name, address and the type of payments or other value received, generally for public disclosure. Subject to further legal review and statutory or regulatory clarification, which Pfizer intends to pursue, reimbursement of recruiting expenses for licensed physicians may constitute a reportable transfer of value under the federal transparency law commonly known as the Sunshine Act. Therefore, if you are a licensed physician who incurs recruiting expenses as a result of interviewing with Pfizer that we pay or reimburse, your name, address and the amount of payments made currently will be reported to the government. If you have questions regarding this matter, please do not hesitate to contact your Talent Acquisition representative.
EEO & Employment Eligibility
Pfizer is committed to equal opportunity in the terms and conditions of employment for all employees and job applicants without regard to race, color, religion, sex, sexual orientation, age, gender identity or gender expression, national origin, disability or veteran status. Pfizer also complies with all applicable national, state and local laws governing nondiscrimination in employment as well as work authorization and employment eligibility verification requirements of the Immigration and Nationality Act and IRCA. Pfizer is an E-Verify employer. This position requires permanent work authorization in the United States.
Pfizer endeavors to make www.pfizer.com/careers accessible to all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process and/or interviewing, please email [email protected]. This is to be used solely for accommodation requests with respect to the accessibility of our website, online application process and/or interviewing. Requests for any other reason will not be returned.
To learn more about acceptable and prohibited uses of AI during the recruitment process, please review our candidate AI-use guidelines available on Pfizer Careers.
Marketing and Market Research
