GE东区 - 区域市场负责人
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描述：负责GE BU区域市场策略的制定与执行
工作职责：
设计并有效推进区域市场项目，从而更有效地规划区域市场，并最大程度支持区域业务良性可持续发展；
协助市场部了解区域市场，并共同制定区域市场策略，从而确保核心市场策略在区域的有效执行；
优化管理预算，推进区域内高效创新性活动模式的及时复制及广泛应用，从而确保预算更有效使用；
与区域专家共同创建学术平台，建立更广泛的学术影响力，推进跨区域开展学术交流；
发现、总结及分享区域成功经验，并将多种优秀推广思路和经验总结成为更精准、简单而高效的推广模式，从而推进区域推广效率；
调动RPM的工作热情，迅速提升RPM市场营销思维能力及创新能力，有效推进RPM的学习与成长；
与市场部各产品组保持密切的沟通，有效沟通传达市场部的计划及相应工作安排，及时向市场部反馈区域市场活动及市场动态，对市场部工作提供建议及反馈；
确保日常销售工作全部遵循公司政策、行业准则以及相关法律，包括但不限于FCPA (《反海外腐败法》)及相关中国大陆境内相关反腐法律条款。严守诚信，保持真实透明，在过往的销售工作中无任何违反法律规定的行为发生。
任职条件：
销售部高级DM, 高级RPM,RM及市场部产品经理及以上级别；
具有卓越的领导力及影响力、超强的战略思维；
具备卓越的沟通，计划及组织能力；
至少在辉瑞4年区域管理经验或8年以上制药行业销售经验；
内部候选人申请岗位空缺还须确保本人在辉瑞工作期间无任何合规处分记录(含所有合规处分等级) 以及没有正在被调查中 。
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Bus Dev & Strategic Planning
Job details
How this role compares
Computed from every other active BD&L & Strategic Planning role in our database, not just this employer's listings.
We currently track 157 comparable BD&L & Strategic Planning roles across 38 biopharma companies.
Salary context
39 of 157 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 157 comparable roles
+ 25 more countries
Seniority mix
110 of 157 peers have a known seniority level
Therapeutic area mix
24 of 157 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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Get an email when we spot other openings like this one – same job function, comparable seniority, roles you'd actually want to see.
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.