Field Excellence Manager
About this opportunity
-Supports assigned sales managers during all field force administration phases (field force design and resource allocation, territory design, sales target/call plan setting, performance evaluation and monitoring etc.) providing insightful and value-added analysis, reliable KPIs and precise numbers.
Major accountabilities:Autonomously manage sales force effectiveness topics of the assigned areaResponsible for providing inputs related to field force size, structure and deployment within the assigned teamImplementation and monitoring of sales target, call planning, segmentation and targeting processesResponsible for Sales Force Effectiveness tools management for the assigned areaContact point for all information related to Sales Force Effectiveness analysisReporting of technical complaints / adverse events / special case scenarios related to Novartis products within 24 hours of receipt.Distribution of marketing samples (where applicable)Key performance indicators: Quality of analysis -Field Force Optimization, Segmentation & Targeting, Call Planning and Field Analytics.Management of Customer Relationship Management system(s) including data maintenance, field force support and training
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 1260 comparable Manager Sales roles across 113 biopharma companies.
Salary context
267 of 1260 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 1260 comparable roles
+ 52 more countries
Seniority mix
1260 of 1260 peers have a known seniority level
Therapeutic area mix
347 of 1260 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.
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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.