Regional Director, Rare Disease, Neurology

About the role

This position leads neurology rare disease commercial operations across a fully remote field model in the United States. The role focuses on building a high-performing team and executing a regional strategy that drives launch, growth, and patient access. Success depends on aligning commercial execution with company values and compliance standards. Leaders set direction and build the conditions for their teams to succeed by hiring, coaching, and holding people accountable. This leadership work spans strategy, communication, and decision making to remove obstacles for the people who report to you. You will be measured by team outcomes, retention, and delivery while being visible, predictable, and generous with context.

Key facts

What you'll do

You will build, develop, and coach specialized commercial teams to achieve patient and business objectives in neurology. You will lead and execute regional strategies to meet launch, growth, and performance targets within the portfolio. You will ensure strong customer engagement and team preparedness through dedicated launch readiness and post-launch execution. You will develop strategic account plans and translate them into data-driven actions. You will demonstrate a track record of building, coaching, and developing high-performing teams. You will navigate ambiguity in a fast-paced setting using strong cross-functional leadership and influence. You will maintain deep understanding of rare disease patient journeys, diagnosis pathways, and market access. You will leverage experience with academic medical centers and complex healthcare systems. You will uphold high ethical standards and strong business acumen. Approximately 60-70% travel is required including overnight travel.

Requirements

A bachelor's degree is required; an advanced degree is preferred. At least 7 years of pharmaceutical or biotechnology leadership experience is required. Rare disease experience is required; rare neurology experience is strongly preferred. Experience with specialized therapies such as ASO or gene therapy is preferred. You must demonstrate a track record of building, coaching, and developing high-performing teams. You must have a deep understanding of rare disease patient journeys, diagnosis pathways, and market access. Experience with academic medical centers and complex healthcare systems is preferred. You must be able to develop strategic account plans and translate them into data-driven actions. You must possess strong cross-functional leadership and influence skills to navigate ambiguity in a fast-paced setting. High ethical standards and strong business acumen are required. You must be prepared to travel approximately 60-70% including overnight travel.

Nice to have

Only items explicitly noted as preferred in the source are included; no additional preferences are added. Experience with specialized therapies such as ASO or gene therapy is preferred. Experience with academic medical centers and complex healthcare systems is preferred.

Practical notes

This role is officially designated as field-based and represents the Ultragenyx brand to external partners. Typical interview steps include a strategy case, a people scenario, and a values conversation. Candidates may be asked to turn around a struggling team or plan for growth. Past results are examined closely, especially how decisions were made. Interviewers dig into specific decisions you made and their consequences. Preparing two or three decision stories with numbers and lessons is the best use of time.

Good to know

Roles in rare disease often combine scientific depth with commercial agility. Success depends on mastering complex treatment pathways and reimbursement landscapes. Teams frequently work with specialized clinicians and academic centers. Data-driven decision making is central to growth and compliance. Continuous learning supports both professional and personal development in this field.

Questions to ask

Useful questions for the interview include what a typical week looks like, how work is assigned, what tools the team uses, and how feedback works. Asking how the role has changed recently and what the team wishes it had known when joining is also reasonable. Questions about the manager's priorities are especially valued.

Career growth

Leadership careers move from manager to senior manager, director, and executive roles. Each step adds more scope and more responsibility for outcomes. The best leaders keep learning how to delegate, communicate, and decide. Leadership careers reward a record of building and developing people. The higher you go, the more your communication shapes the whole organization.