区域市场经理Local Marketing Manager
About this opportunity
深度了解市场，与区域市场负责人、销售管理团队讨论并制定有针对性的季度生意计划(区域特色策略)，跟进评估区域推广活动的执行（质量、频率及KPI），不断提升推广效率；
搭建区域KOL体系，管理并定期拜访KOL和培养区域策略讲者，共创区域特色平台，推进策略及画像落地；
与MICS、DM、RM共访，辅导、落实产品策略执行和关键产品信息传递；
定期组织产品知识和策略学习，提高团队专业水准；
沟通、协调中央市场部项目的执行，及时反馈区域的信息；
明确费用管理，并申请跨区域会、企业基金等；
内外部销售会议及专家会议的筹备及召开，汇总并及时传递各类内外部信息；
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。
Pfizer is an equal opportunity employer and complies with all applicable equal employment opportunity legislation in each jurisdiction in which it operates.
To learn more about acceptable and prohibited uses of AI during the recruitment process, please review our candidate AI-use guidelines available on Pfizer Careers .

Marketing and Market Research
Job details
How this role compares
Computed from every other active Marketing role in our database, not just this employer's listings.
We currently track 440 comparable Manager Marketing roles across 108 biopharma companies.
Salary context
114 of 440 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 440 comparable roles
+ 46 more countries
Seniority mix
440 of 440 peers have a known seniority level
Therapeutic area mix
100 of 440 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.
Notify me about similar jobs
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.