零售广阔市场渠道主管
About this opportunity
1. 零售广阔市场渠道销售 主管 ，负责该区域的零售广阔市场渠道客户年度销售计划，完成零售广阔市场渠道协议客户的年度销售目标，完成或超过公司和经理下达的工作目标和任务。
2. 协助零售广阔市场渠道客户对于年度投入进行成本核算，确保业务目标符合年度目标分解；按照合作计划约定，跟踪和实施零售广阔市场渠道客户的执行方案，并有效开展活动，并在活动后进行合理性评估。
3. 按照月度管理零售广阔市场渠道销售数据和计算，及时做好反馈及沟通，包括数据直连对接工作推进并确保数据详细准确。
4. 跟踪零售广阔市场渠道的相关进展，并为管理层级提供有价值的数据信息。
5. 推进零售广阔市场渠道客户的大众教育，并对市场部提供 GCMA 审核后的活动内容在相应平台进行线上展示，对浏览量、点击率进行合理评估，并将成本控制在预算范围内。
6. 做好项目沟通的推进和协调工作，提高客户的数据安全性。
7. 监测和分析市场趋势，探索区域市场机会，挖掘潜力城市，保持成熟市场业务稳定，并为公司战略的制订提供反馈和建议。
8. 协调并有效实施各项项目和活动，合理分配和控制所有资源。有效管理项目和活动流程，确保其真是有效地执行。
10. 建议并保持有效的沟通系统，定期向高级管理人员报告区域工作进展情况，并与零售团队和其他部门建立合作关系。
11. 为制订和修改销售相关政策和程序以及其他内部政策提供咨询，以实现高效的销售运营。
12. 支持公司的各种创新举措，积极探索创新的机会和方法。
13. 履行经理分配的所有其他职责。
Pfizer is an equal opportunity employer and complies with all applicable equal employment opportunity legislation in each jurisdiction in which it operates.
Sales
#LI-PFE
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 2393 comparable Sales roles across 138 biopharma companies.
Salary context
636 of 2393 peers report a salary range (USD, annualized)
Peers share this role's job function. This posting doesn't list a seniority level, so peers aren't narrowed by seniority either -- the range below may span more levels than usual.
Where these roles are based
Top locations among the 2393 comparable roles
+ 59 more countries
Seniority mix
956 of 2393 peers have a known seniority level
Therapeutic area mix
651 of 2393 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
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.