About this opportunity
-Has primary responsibility for the sales training strategy and sales training activities to reinforce goals and standards within existing teams and support the implementation of existing and new programmes, products and structures. Ensure continuous improvement of sales capabilities and call impact through systematic trainings by assessing capability level/brand knowledge across the sales teams. Develop an effective sales team through training and coaching or management of key commercial programmes
Major accountabilities:JTBD:• lead team to Identify regional capability cap and learning needs• lead team to drive FF upskilling leverage kinds of learning solution, including learning course/AI assessment tool• lead team to achieve FF learning goal and feedback FF learning experience and engage design team to optimize the learning solutions• lead regional learning project and execute the central learning program.•Lead the digital transformation on training solutions,• Collaborate and engage with FF leaders to be a sponsor for learning program• Partner with X-function to develop and integrate training resources which reinforce and strengthen adherence to relevant processes and procedures.• Support to course design by best practices of FF• Empower trainers through continuous check-in and feedback in EVOLVE for coaching to unleash trainer’s potential.Key performance indicators: Improvement in sales capability nationallyActual training vs training planMinimum Requirements: Work Experience: 5+ years in pharma training/sales/marketing role Experience in developing training materials Delivered sales skill trainingSkills: CoachingCustomer RequirementsCustomer ServiceE-LearningField SalesInstallations (Computer Programs)Relationship BuildingSalesSales TrainingsSelling SkillsTraining ProgramsLanguages:English.
Job details
How this role compares
Computed from every other active Sales role in our database, not just this employer's listings.
We currently track 436 comparable Manager Sales roles across 63 biopharma companies.
Salary context
85 of 436 peers report a salary range (USD, annualized)
Peers share this role's job function and a matching or adjacent seniority level -- not necessarily the same therapeutic area or country.
Where these roles are based
Top locations among the 436 comparable roles
+ 40 more countries
Seniority mix
436 of 436 peers have a known seniority level
Therapeutic area mix
123 of 436 peers have a known therapeutic area; the rest are genuinely unlabeled, not hidden
Similar opportunities
The closest matches from our peer group, ranked by how similar they are, not how well you'd qualify for them -- treat this as market context, not a guaranteed shortlist; a weak match is labeled as one below.
Open in 2 locations
How we calculate "similar"
No black box, no LLM guesswork: a deterministic score built from four normalized attributes. Here's this role's own peer group at different match levels, so you can see the mechanism, not just the result.
Every comparison starts from the same 100-point budget: 25 for working in the same function, 40 for the same therapeutic area, 20 for the same or adjacent seniority, 15 for the same country. A dimension we can't confirm on both sides contributes nothing, never a guess, never a free pass.
0 points, never a partial guess. A role we know almost nothing about beyond its function bottoms out at 25%; it never inflates to 100% just because there's little to compare against. Seniority uses a defined ladder (Associate → Manager → Associate Director → Senior → Principal → Director → Senior Director → Executive/VP) so "Director" and "Senior Director" count as adjacent, but "Director" and "Executive/VP" do not.