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Institute Group Leader Drug Metabolism and Pharmacokinetics
Eingestellt von Bio Careers
Gesuchte Skills: Support
Projektbeschreibung
Description - Overview
Institute Group Leader - Drug Metabolism and Pharmacokinetics
MD Anderson is known for providing cancer patients with exceptional care, which includes early access to innovative new treatments through clinical trials. The Institute for Applied Cancer Science (IACS) is a new hybrid model that uniquely combines the drug discovery capabilities of the biopharmaceutical industry and the extensive knowledge of biology found in academia with the expertise of MD Anderson's top clinicians. IACS has the singular goal of rapidly developing novel, effective and safe therapeutics that improve patient health. IACS executes programs with the highest probability of clinical success in a rigorous, goal-oriented, data-driven manner.
The primary function of the Institute Group Lead, Drug Metabolism and Pharmacokinetics Group will lead a new integrative team to support the Institute for Applied Cancer Sciences fast-paced oncology drug discovery programs.
Key Functions:
1. Serves as a functional leader and is responsible for overseeing and managing research activities within the Drug Metabolism and Pharmacokinetics (DMPK) department, and for the development and mentoring team members.
2. Develops and integrates the in vitro and in vivo DMPK strategy to maximize value of IACS small molecule drug discovery programs.
3. Works in coordination with IACS management, to use scientific expertise and insights to weigh in on strategic decision making regarding the small molecule drug discovery portfolio, compound nomination for development and how to prosecute compounds in development.
4. Provides strategic and hands-on leadership relating to DMPK (including in vivo PK, in vitro, or in silico methods), to address absorption, metabolism and pharmacokinetic issues.
5. Establishes PK/PD/efficacy models, and human PK predictions in support of lead programs across several oncology programs.
6. Critically evaluates and guides the small molecule drug discovery strategy, and provides clear guidance to project teams regarding ADME/PK issues and the potential for lead series to advance into advance preclinical and clinical studies.
7. Manage research staff.
8. Transfer assay to key collaborators as appropriate.
9. Contribute to project team through lab based activities.
10. Interact closely with other biologists and with medicinal chemists on discovery-based project teams.
Core Values:
Caring Behaviors:
* Courtesy: Is respectful and courteous to each other at all times
* Friendliness/Teamwork: Promotes and rewards teamwork and inclusiveness; Is sensitive to the concerns of our patients and our co-workers
Integrity Behaviors:
* Reliability: Communicates frequently, honestly and openly
* Accountability: Holds self and others accountable for practicing our values.
Discovery Behaviors:
* Responsiveness: By his/her actions, creates an environment of trust; Encourages learning, creativity and new ideas
* Safety: Notices a safety concern and brings it to someone's attention; Models safe behaviors (wears badge, washes hands, keeps work area clean and orderly); maintains documents in accordance with document retention standards
* Personal Leadership/Self-Initiative: Helps others to identify and solve problems; Seeks personal growth and enables others to do so.
* Risk: Mitigates risk to institution through sound business practices.
Core Competencies:
1. Technical/Functional Expertise (Transitional): Demonstrate technical proficiency required to do the job; possess up-to-date knowledge in the profession; provide technical expertise to others.
* Seek experiences and knowledge in technical/functional areas to gain additional expertise. Troubleshoot systems/processes effectively.
* Maintain state of the art knowledge in the field. Provide expertise and guidance to others.
2. Coach and Develop (Transitional): Assess strengths and development needs of employees; provide challenging development opportunities; provide relevant, timely feedback; mentor others.
* Education others in technical areas of expertise. Ask questions, observe and use other methods to verify level of audience understanding.
* Identify employee needs for development and offer feedback. Evaluate employees' progress against standards.
3. Provide Direction (Transitional): Provide clear direction and priorities toward a common vision; clarify roles and responsibilities for employees; promote empowerment.
* Provide expert technical guidance to others on project/task groups.
* Determine priorities and communicate to the team. Redirect operations as necessary to achieve objectives. Clarify roles and responsibilities of team.
4. Analytical Thinking (Administrative/Operations Management): Gather relevant information systematically; break down problems into simple components; make sound decisions.
* See multiple relationships among several parts of a problem. Recognize likely causes of events or consequences of actions. Use data from multiple sources to support assumptions.
* Systematically break problem down into component parts. Determine causal relationships among component parts. Use several techniques to identify solutions.
5. Innovative Thinking (Transitional): Approach problems with curiosity and open-mindedness; offer new ideas, solutions and/or options.
* Notice current processes/products needing improvement and generate new options using own technical expertise. Make adjustments in self to positively accept and manage change.
* Generate new ideas and solutions by utilizing multiple resources. Challenge others in a group to identify creative approaches.
6. Inspire Trust (Transitional): Show consistency among principles, values, and behavior; gain the confidence and trust of others.
* Meet commitments and promises. Admit own mistakes and work cooperatively to correct errors or deficiencies.
* Call appropriate attention to inappropriate/unethical behavior in others. Accept accountability for own actions and for meeting own objectives.
7. Team with Others (Transitional): Encourage collaboration and input from all team members; value the contributions of all team members, and those beyond team; balance individual and team goals.
* Model team qualities, i.e. respect helpfulness and coping. Support team decisions once they are made and help to implement.
* Actively promote a spirit of cooperation and teamwork. Solicit opinions from team members. Coach others in developing teamwork skills.
Institute Group Leader - Drug Metabolism and Pharmacokinetics
MD Anderson is known for providing cancer patients with exceptional care, which includes early access to innovative new treatments through clinical trials. The Institute for Applied Cancer Science (IACS) is a new hybrid model that uniquely combines the drug discovery capabilities of the biopharmaceutical industry and the extensive knowledge of biology found in academia with the expertise of MD Anderson's top clinicians. IACS has the singular goal of rapidly developing novel, effective and safe therapeutics that improve patient health. IACS executes programs with the highest probability of clinical success in a rigorous, goal-oriented, data-driven manner.
The primary function of the Institute Group Lead, Drug Metabolism and Pharmacokinetics Group will lead a new integrative team to support the Institute for Applied Cancer Sciences fast-paced oncology drug discovery programs.
Key Functions:
1. Serves as a functional leader and is responsible for overseeing and managing research activities within the Drug Metabolism and Pharmacokinetics (DMPK) department, and for the development and mentoring team members.
2. Develops and integrates the in vitro and in vivo DMPK strategy to maximize value of IACS small molecule drug discovery programs.
3. Works in coordination with IACS management, to use scientific expertise and insights to weigh in on strategic decision making regarding the small molecule drug discovery portfolio, compound nomination for development and how to prosecute compounds in development.
4. Provides strategic and hands-on leadership relating to DMPK (including in vivo PK, in vitro, or in silico methods), to address absorption, metabolism and pharmacokinetic issues.
5. Establishes PK/PD/efficacy models, and human PK predictions in support of lead programs across several oncology programs.
6. Critically evaluates and guides the small molecule drug discovery strategy, and provides clear guidance to project teams regarding ADME/PK issues and the potential for lead series to advance into advance preclinical and clinical studies.
7. Manage research staff.
8. Transfer assay to key collaborators as appropriate.
9. Contribute to project team through lab based activities.
10. Interact closely with other biologists and with medicinal chemists on discovery-based project teams.
Core Values:
Caring Behaviors:
* Courtesy: Is respectful and courteous to each other at all times
* Friendliness/Teamwork: Promotes and rewards teamwork and inclusiveness; Is sensitive to the concerns of our patients and our co-workers
Integrity Behaviors:
* Reliability: Communicates frequently, honestly and openly
* Accountability: Holds self and others accountable for practicing our values.
Discovery Behaviors:
* Responsiveness: By his/her actions, creates an environment of trust; Encourages learning, creativity and new ideas
* Safety: Notices a safety concern and brings it to someone's attention; Models safe behaviors (wears badge, washes hands, keeps work area clean and orderly); maintains documents in accordance with document retention standards
* Personal Leadership/Self-Initiative: Helps others to identify and solve problems; Seeks personal growth and enables others to do so.
* Risk: Mitigates risk to institution through sound business practices.
Core Competencies:
1. Technical/Functional Expertise (Transitional): Demonstrate technical proficiency required to do the job; possess up-to-date knowledge in the profession; provide technical expertise to others.
* Seek experiences and knowledge in technical/functional areas to gain additional expertise. Troubleshoot systems/processes effectively.
* Maintain state of the art knowledge in the field. Provide expertise and guidance to others.
2. Coach and Develop (Transitional): Assess strengths and development needs of employees; provide challenging development opportunities; provide relevant, timely feedback; mentor others.
* Education others in technical areas of expertise. Ask questions, observe and use other methods to verify level of audience understanding.
* Identify employee needs for development and offer feedback. Evaluate employees' progress against standards.
3. Provide Direction (Transitional): Provide clear direction and priorities toward a common vision; clarify roles and responsibilities for employees; promote empowerment.
* Provide expert technical guidance to others on project/task groups.
* Determine priorities and communicate to the team. Redirect operations as necessary to achieve objectives. Clarify roles and responsibilities of team.
4. Analytical Thinking (Administrative/Operations Management): Gather relevant information systematically; break down problems into simple components; make sound decisions.
* See multiple relationships among several parts of a problem. Recognize likely causes of events or consequences of actions. Use data from multiple sources to support assumptions.
* Systematically break problem down into component parts. Determine causal relationships among component parts. Use several techniques to identify solutions.
5. Innovative Thinking (Transitional): Approach problems with curiosity and open-mindedness; offer new ideas, solutions and/or options.
* Notice current processes/products needing improvement and generate new options using own technical expertise. Make adjustments in self to positively accept and manage change.
* Generate new ideas and solutions by utilizing multiple resources. Challenge others in a group to identify creative approaches.
6. Inspire Trust (Transitional): Show consistency among principles, values, and behavior; gain the confidence and trust of others.
* Meet commitments and promises. Admit own mistakes and work cooperatively to correct errors or deficiencies.
* Call appropriate attention to inappropriate/unethical behavior in others. Accept accountability for own actions and for meeting own objectives.
7. Team with Others (Transitional): Encourage collaboration and input from all team members; value the contributions of all team members, and those beyond team; balance individual and team goals.
* Model team qualities, i.e. respect helpfulness and coping. Support team decisions once they are made and help to implement.
* Actively promote a spirit of cooperation and teamwork. Solicit opinions from team members. Coach others in developing teamwork skills.
Projektdetails
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Einsatzort:
Houston, Vereinigte Staaten
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Projektbeginn:
asap
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Projektdauer:
Keine Angabe
- Vertragsart:
-
Berufserfahrung:
Keine Angabe
Geforderte Qualifikationen
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Kategorie:
Sonstiges