director

associate director

liaison

clinical associate

senior manager

IPSEN

A typical day was to meet with my manager (VP Manufacturing/President of the site) first thing in the morning and at end of day, to review any changes to the calendar. I created multiple contracts that were specific to Ipsen and worked closely with legal to ensure compliance. I supported the VP of Qualify and assisted with quality audits as they came up. I supported the Director who did greenbelt trainings, creating agendas, setting up meetings, and meals when required. I supported the manufacturing directors when they needed my help (we were in different locations). I was the travel officer also and rolled out an on-line travel program and trained employees how to use it. I straightened out any problems regarding the travel program. I created a phone list when I came into the company as a contractor and suggested name plates for each person. When a visitor came to the site, they didn't know who sat where nor did they have extensions to call the person they were visiting. I took charge of ordering office supplies for the manufactuing group. I also purchased a mailbox system so everyone would get their mail - this was not in place originally. I sat in on leadership team meetings and staff meetings, taking minutes and publishing. I learned my job and what was expected of me on my own as there wasn't a lot of training on the job. My co-workers were pretty nice people to work with, some others were not so nice but you learned to stay out of their way. Hardest part of the job was it was in a constant state of putting out fires; every week there seemed to be a crisis. I enjoyed going to the workplace and working with the staff and my peers. I also supported our corporate executives when they came to our site (we were owned by a French company). I made hotel and ground transport arrangements when they came to our site. I scheduled meetings and agendas for them as well as make dinner reservations also. I set up company meetings at local hotel that included ensuring audio visual needs, meals and working there for any needs that may come up.

A typical day was to review manager's calendars to ensure there were no changes or conflicts. Meet with manager each morning to go over any updates, travel requirements or review agendas for upcoming meetings. Created specific contracts and agreements on a daily basis, working with legal to ensure they were compliant. Often I had to write memos and send to the site as well as writing general correspondence and sending out regular mail or federal express. Sit in on meetings on a weekly and bi-weekly basis, taking minutes then publishing. Because of the nature of the business I made it a point to remind staff members they had project due dates. I worked with compliance director to schedule green belt trainings, agendas and arranged for meals and beverages. Took phone calls daily and routed to appropriate person. Monthy I took inventory of company supplies and re-ordered when needed to restock. I also assisted with corporate audits for the QA Vice President. In 2010 I rolled out a new travel tool specific to the company, then trained employees how to use the tool; as well trained new employees when they joined the company. I also volunteered to assist other administrative partners when I had down time or they were on vacation or out sick.

SEE 1ST Review
Clinical Science Specialist – Endocrinology
Injectable device specialty sales for rare disease states: Acromegaly & Short Stature in Chicago area, IN, and Wisconsin. 
FY11 - 113% product share growth  
FY11- Exceeded goal Attainment on both injections: Somaline Depot %age Attainment 105.49% & Increlex %age Attainment 112.50%. Finished #1 in the region. Top 5 Nationally. Territory-113% vs. Nation-97%
FY12 - Significant product growth on two injections: 90.29% Somatuline Depot, 114% Increlex 
FY13 - Tracking 93% goal attainment. 
FY14-  T2 Results 123% goal attainment on injection Somatuline Depot; 2nd Ranking Nation
Marketplace knowledge respected by higher levels of organization
Target internal medicine & endocrinologists
Identified, developed, & executed KAP thought leaders to reflect 65-35 weighting in the territory. Identify & utilized cross functional personal resources & tools (speaker programs) within each KAP to specify end result targeted, ie Sales growth, and patient retention
Identified, Develop & pursued innovative new business opportunities exceeded goal on both products & finished #1 in the Region. Somatuline Depot 105.49% & Increlex 112.50%. Territory Ranked Top 5 Nationally.

The company struggles with ineffective and inconsistent HR practices around career development and promotion. There is no clear career path, and performing well in your role does not guarantee progression. In many cases, employees are expected to invent new roles to be considered for promotion.
Although HR policies and promotion criteria formally exist, they are not applied equally. Some employees are promoted frequently, while others receive little recognition regardless of performance, creating a perception of favoritism and informal networks influencing advancement. Communication from HR and leadership is unclear, expectations are not well defined, and good work is often undervalued. This inconsistency negatively impacts morale, fairness, and long‑term engagement.

The company has experienced tremendous growth in the past two years with acquiring two new companies in the United States. At times my manager asked for me to work extra to support these projects plus all of the new and exciting R&D developments in the pipeline. What I appreciated was being offered not only an original salary of $175k but also long term incentive stock option ($20k/ year), short incentive bonus (every year $40k) plus an average of $16k a year in profit sharing which they will put into your retirement for you so that you don’t spend it all! I did not expect a company to really support its employees and recognize all of the difficult work, in such a generous manner. 

What is the best part of working at the company?
As a Field Service Engineer, the support from leadership is adequate. Good pay and good benefits.

What is the most stressful part about working at the company?
Ever changing work schedule. Be prepared to have your work assignments change at the spur of the moment.

What is the work environment and culture like at the company?
Support from Leadership and support from Ipsen HQ are adequate.

What is a typical day like for you at the company?
Every day is fluid and assignments often change abruptly.

Great company and culture.  Very competitive market. I was able to build the U.S. sales organization from 8 people to 32 people including developing a management team and structure, all sales operations activities and launch 2 new indications.  Sales growth for our product product was the highest it has ever been under my leadership; despite competing against the market leader Botox.

What is the best part of working at the company?
Great people to work with. The pace is quite manageable compared to other places. Good level of caring for people

What is the most stressful part about working at the company?
None - the pace is quite healthy to manage work life balance

What is the work environment and culture like at the company?
Great place to work. The caring level is good and not get the feeling to just be a number

Has been through a lot of transitions over the years but the new leadership team is changing the culture for the better. Growth opportunities for employees

I was blessed to have worked at IPSEN over 25+ years and was treated incredibly well.  Mid management is great.  Beautiful work environment.  Strategy to quicker Go/No Go decisions for projects was a fairly recent development and a good one

Top Job Titles	Average Salary
Director 3 salaries reported	$246,667 per year
Associate director 6 salaries reported	$200,500 per year
Liaison 4 salaries reported	$205,750 per year
Clinical associate 4 salaries reported	$85,550 per year
Senior manager 3 salaries reported	$148,333 per year

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