医院解决方案经理（浙江大区&浙赣大区）
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岗位职责
区域环境策略及优先级确定
根据本区域政策、医院运营动态、患者可及性影响及业务需求，按照优先级制定区域环境策略，确保区域业务需求与南区策略、平台团队策略的优先事项保持一致
医院环境改善
牵头对医院层面环境机会和障碍并进行优先级排序，与区域销售团队合作为重点医院制定并实施差异化解决方案。跟踪执行效果，总结最佳实践，并推动在本区域内推广复制。
整合区域内跨部门资源为业务赋能
通过区域内跨部门、平台中央团队合作，推动本地政策倡导。
创新与业务赋能
探索区域内创新性平台，模式和解决方案，最终支持区域业务增长
候选人要求
1. 医药行业背景，本科学历
2. 有医院销售及环境问题解决的相关经验，优先考虑抗感染领域
3. 具有策略性思维，分析能力和问题解决能力
4. 具备跨职能影响力，有跨部门合作经验
5. 有AI经验优先
6. 执行力强
Work Location Assignment: On Premise
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 1310 comparable Marketing roles across 156 biopharma companies.
Salary context
361 of 1310 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 1310 comparable roles
+ 56 more countries
Seniority mix
1042 of 1310 peers have a known seniority level
Therapeutic area mix
253 of 1310 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.