Corporate Development Director

The Corporate Development Director will be responsible for developing and executing corporate wide strategy. This role will have a heavy emphasis on transactional activity of all varieties (M&A, licensing, alliance management, integration, etc.) to support execution of Merz Aesthetics strategy.

RESPONSIBILITIES

Scouting - Interact and solicit input for next external innovation partners; stay close to early stage product development opportunities that may be of interest to Merz.

Transactional Support - Support / lead transactional process by creating and managing financial models, due diligence exercises, management presentations, etc.

Alliance Management - Actively manage external partnerships / coordinate steering committee obligations as appropriate. Strategic Planning - Prepare and lead strategic planning activities to develop and update corporate strategy.

Integration - Organize cross-functional teams to support integration or carve-outs of assets and/or businesses.

Contract Execution - Partner with legal colleagues in the drafting, negotiation and execution of all forms of legal agreements (licenses, asset purchase, share purchase, co-promotions, distribution agreements, etc.).

REQUIREMENTS

• 
  Bachelor’s Degree required; MBA and/or PhD preferred
• 5 years in life science business / corporate development, management consulting or investment banking.
• Significant transactional experience in identifying, leading and closing various types of transactions (M&A, licensing, co-promotion, etc.).
• Strong demonstrated financial modeling skills / use of Excel.
• Demonstrated experience developing and presenting PowerPoint presentations to senior leadership / stakeholders.
• Global mindset - comfortable working/operating on a global basis with appreciation for different cultures and markets.

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)