Key Account Mgr
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Career Category
Sales
Job Description
KA Manager
职位目标（Job Purpose）
负责重点客户及关键医疗机构的客户管理、市场准入及业务发展工作，通过建立和维护关键利益相关方关系，推动产品可及性提升、客户合作深化及区域业务目标达成。
核心职责（Key Responsibilities）
一、客户管理与业务发展
制定并执行重点客户发展计划，推动区域业务目标达成。
建立并维护重点客户及关键利益相关方关系。
深入了解客户需求、决策流程及影响因素，制定差异化客户合作策略。
推动重点客户长期合作关系建立及持续发展。
二、市场准入与项目管理
支持区域市场准入项目的规划与执行。
跟进重点客户、重点医疗机构及相关项目实施进展。
支持重点医疗机构合作项目的策划、资源协调及落地执行，并确保相关项目符合公司政策及合规要求。
"> ">undefined协调内部资源支持重点项目及客户需求。 持续识别区域业务机会并推动项目落地。三、市场洞察与业务分析收集并分析市场动态、竞争环境及客户洞察信息。 识别业务机会与潜在风险，并提出建议。 基于市场变化持续优化客户策略及业务计划。四、跨职能协作与市场、BU、医学、准入及商务团队保持紧密合作。 分享市场动态、客户需求及项目进展。 支持跨职能项目实施并推动共同业务目标达成。五、财务管理按公司规定合理制定预算，并按计划实施完成，确保资源的合理和有效利用。六、自我发展与合规管理遵守公司政策及相关法律法规要求。 持续提升专业能力及业务能力。任职资格（Qualifications）教育背景本科及以上学历； 医学、药学、生物科学、公共卫生、卫生经济学、市场营销、工商管理等相关专业优先。工作经验5年以上医药行业相关经验； 具备2年及以上医院准入、医保、招采、关键客户管理或重点项目管理经验者优先； 熟悉区域医疗市场及医院准入流程，具备市场准入、合规运营或重点客户合作项目落地经验者优先； 具备跨部门项目协作及复杂业务场景下项目推动经验者优先。核心能力（Competencies）客户管理能力 市场准入与商务管理能力 市场分析与业务洞察能力 项目策划与落地执行能力 跨部门协作与资源协调能力 沟通与影响力 抗压能力与结果导向 诚信与合规意识
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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 4573 comparable Sales roles across 209 biopharma companies.
Salary context
936 of 4573 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 4573 comparable roles
+ 76 more countries
Seniority mix
1767 of 4573 peers have a known seniority level
Therapeutic area mix
1112 of 4573 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
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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.