About this opportunity
负责地方一级的关键账户管理，通常管理一个小团队或管理特定帐户/关系。管理与关键账户的业务关系和活动，以培养和扩展关系并获取销售目标。 发展和维持与客户内主要利益相关者的关系，深入了解客户对患者的挑战，并确定增强患者护理的解决方案。
主要职责：制定客户战略，打造联合生意计划（JBP）：深入分析连锁客户发展战略及经营特点，制定年度客户合作策略，建立客户联合生意计划，结合市场环境与客户需求制定增长目标和资源投入方案管理全国重点客户关系：负责全国性重点连锁客户维护与发展，建立总部层面合作关系网络，推动年度总部谈判，提升诺华品牌影响力和客户合作深度驱动业务增长与目标达成：制定客户业务计划与费用规划，持续跟进销售达成情况，推动总部协议在区域落地执行，联动RKAM/LKAM实现销售目标和市场份额提升客户洞察与商业机会挖掘：监测行业趋势及客户变化，分析客户数据和市场数据，发现增长机会和风险，输出业务建议并推动落地创新项目与价值零售模式建设：联合客户探索创新合作模式，设计患者管理项目，推动药师赋能、疾病管理、会员运营等创新项目，打造可复制的价值零售解决方案跨部门资源整合与战略协同：联动市场、医学、准入、销售、数字化等团队，协调总部与区域资源，推动客户项目落地，确保公司战略与客户战略有效融合对多元化和包容性/平等就业机会的承诺：诺华致力于为我们所服务的患者和社区建立一个优秀、包容的工作环境和多元化的团队。基本要求：具备良好的全国重点客户管理能力，能够制定客户策略，并完成联合生意计划（JBP）的规划与执行具备良好的数据分析与商业洞察能力，以及较强的项目管理和跨部门战略协同能力具备创新合作项目的策划与推动能力，能够整合内外部资源并赋能相关团队，促进项目有效落地
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 3111 comparable Sales roles across 195 biopharma companies.
Salary context
734 of 3111 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 3111 comparable roles
+ 69 more countries
Seniority mix
1267 of 3111 peers have a known seniority level
Therapeutic area mix
842 of 3111 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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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.