WHY PATIENTS NEED YOU
The Field Adoption & Experience Lead is a six-month secondment within Pfizer’s AIA Strategy & Operations function, sitting within the Change Deployment & Adoption team. The role is the dedicated change, adoption, and training owner for AI-led initiatives impacting field-based commercial colleagues, with Scout as the priority product.
WHAT YOU WILL ACHIEVE
The field is where Pfizer’s commercial strategy meets customers every day. This secondment brings a field perspective into the center of AI adoption, so that tools, training, and communications reflect how field colleagues actually plan their territories, prepare for customer interactions, and use their time.
Over six months, the secondee will deliver defined adoption outcomes for Scout and related field initiatives, build a field-ready enablement foundation that outlasts the secondment, and return to the field with new skills in change management, AI adoption, and cross-functional leadership.
Six-month Priorities
- Drive measurable adoption of Scout across field audiences, working toward agreed engagement, usage, and satisfaction targets [insert targets].
- Deliver a field-specific training and enablement package for Scout, built to be maintained by the team after the secondment ends.
- Equip field leaders to role model and coach AI adoption with their teams.
- Bring a clear, consistent field voice into product, governance, and rollout decisions.
- Complete a structured handover so progress continues without interruption.
HOW YOU WILL ACHIEVE IT
Field Change Strategy & Deployment
- Own the change and adoption plan for Scout and other AI-led initiatives affecting field roles, aligned to the enterprise AI Adoption framework led by the Change Deployment & Adoption Lead.
- Develop communication plans that give field colleagues and leaders a clear understanding of how AI-led changes affect territory planning, customer engagement, call preparation and follow-up, and ways of working.
- Tailor the AI Adoption framework to field rhythms, compliance considerations, and the realities of time in territory.
- Equip field leaders at national, regional, and district levels with activation materials and talking points so they can champion Scout with their teams.
- Identify adoption barriers and communication issues early, and manage them to resolution.
- Feed field signals and lessons learned back to the Change Deployment & Adoption Lead to strengthen enterprise strategy.
Stakeholder Engagement & Activation
- Build trusted relationships with field leadership, field operations and training leads, and BU Leads, using existing field credibility to understand readiness, concerns, and priorities.
- Work closely with the Scout product owner and AI product teams so activation aligns with product capabilities, roadmap timing, and launch readiness.
- Support the AIA Joint Product SteerCo with field adoption data and user feedback.
- Partner with the Commercial AIA Lead and BU Leads to gather ongoing field feedback and channel it back to product teams.
- Identify and support field champions who can sustain momentum after the secondment ends.
- Represent field needs in cross-functional forums, including compliance requirements and the customer interaction experience.
Project Planning & Execution
- Maintain the end-to-end plan for Scout activation and any other field initiatives in scope, covering milestones, owners, dependencies, and success criteria.
- Track delivery against schedule and escalate risks early with proposed mitigations.
- Coordinatewith other Adoption & Experience Leads (Marketing, GAV/Tier 2, Content) to sequence asks and avoid overloading the field.
- Plan around field calendars such as national meetings, launch cycles, and quarter-end.
Training Creation & Deployment
- Design and deliver training for Scout tailored to field roles, including e-learning, live sessions, job aids, quick reference guides, short videos, and FAQs designed for use between customer interactions.
- Work with field training and field leadership to embed Scout enablement into existing rhythms, such as national and regional meetings, coaching conversations, and new hire onboarding.
- Set up a simple training content lifecycle, including version control and refresh triggers tied to product releases, so materials can be maintained after the secondment.
- Coordinate delivery across teams and geographies while respecting time in territory.
- Direct any vendor or staff augmentation support contributing to field training.
Adoption Measurement & Continuous Improvement
- Define and track field adoption and training effectiveness metrics (for example, activation rates, weekly usage, usage by role and region, training completion, post-training adoption lift, manager coaching engagement, productivity impact, and satisfaction).
- Use data and field feedback to refine content, adjust deployment, and improve the user experience.
- Turn insights into clear recommendations that show business impact.
- Report progress, risks, and insights to the Change Deployment & Adoption Lead on a regular cadence.
- Capture lessons learned from each launch and share them with the wider team.
Knowledge Transfer & Secondment Close-Out
- Maintain a living handover record throughout the secondment, covering plans, stakeholder maps, open risks, training assets, and metrics.
- Complete a structured handover to the team in the final weeks, including a walkthrough of priorities and next steps.
- Share field insights and recommendations with the AIA team and field leadership at the close of the secondment.
- Support the return to the home role through a reintegration conversation covering skills gained and how to apply them.
QUALIFICATIONS
Must-Have
- Current Pfizer field-based colleague or field leader with strong standing in their role and the endorsement of their home manager.
- Deep working knowledge of field operations, including territory planning, customer engagement, and field leadership structures.
- Demonstrated use of AI as a first approach, or a clear appetite to build that skill quickly.
- Experience coaching, training, or influencing peers, or leading field initiatives, projects, or pilots.
- Strong communication and stakeholder skills, with the ability to influence without direct authority.
- Ability to manage multiple priorities in a fast-paced, matrixed environment.
Nice-to-Have
- Experience in field training, field operations, or field leadership roles.
- Exposure to change management, adoption, or training design (formal certification such as Prosci ADKAR is a plus but not expected).
- Familiarity with CRM and field enablement platforms, generative AI tools, and LMS platforms such as Workday Learning.
WHAT THE SECONDEE WILL GAIN
- Hands-on experience leading change and adoption for an enterprise AI program.
- Exposure to senior leaders and cross-functional teams acrossCommercial, Digital, Medical, Regulatory, and Operations.
- Practical skills in change management, training design, and adoption measurement.
- A stronger network and a clear story of impact to bring back to the field.
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.
OTHER JOB DETAILS
- Last Date to Apply for Job: October 28, 2026
- Additional Location Information: FL – Tampa, PA – Collegeville, IL – Lake Forest
- Eligible for Relocation Package – NO
- Secondment 6 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).
The annual base salary for this position ranges from $124,400.00 to $207,400.00.* In addition, this position is eligible for participation in Pfizer’s Global Performance Plan with a bonus target of 17.5% of the base salary and eligibility to participate in our share based long term incentive program. We offer comprehensive and generous benefits and programs to help our colleagues lead healthy lives and to support each of life’s moments. Benefits offered include a 401(k) plan with Pfizer Matching Contributions and an additional Pfizer Retirement Savings Contribution, paid vacation, holiday and personal days, paid caregiver/parental and medical leave, and health benefits to include medical, prescription drug, dental and vision coverage. Learn more at Pfizer Candidate Site – U.S. Benefits | (uscandidates.mypfizerbenefits.com). Pfizer compensation structures and benefit packages are aligned based on the location of hire. The United States salary range provided does not apply to Tampa, FL or any location outside of the United States.
* The annual base salary for this position in Tampa, FL ranges from $111,900.00 to $186,500.00.

This role is posted in multiple locations. If you are applying for the role in an secondary job posting location where pay transparency regulations apply, your Talent Advisor will share the local pay information with you during the first interview.


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.
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