About this opportunity
Second Line Manager is leading a product portfolio through First Line Managers. Responsible for driving business priorities, customer engagement strategy, and capability development across their area of responsibility. Accountable for building high-performing teams and ensuring coordinated execution of key business initiatives. 二线经理（SLM）通过领导一线经理（FLM）团队，负责推动大区业务发展和组织目标达成。制定并推动客户互动策略落地，确保关键业务项目的协同执行和高质量客户互动。通过人才选拔、能力建设、人才发展及继任规划打造高绩效团队，营造诚信合规文化，并推动组织持续成长与变革。
Responsible for driving regional business objectives with strong execution and team management. Develop, implement, and monitor a customer-centric national business plan in collaboration with FLMs and cross-functional partners to optimize the customer experience Reporting of technical complaints / adverse events / special case scenarios related to Novartis products within 24 hours of receipt 负责大区业务管理，通过提升团队执行能力，和卓越之星，推动大区业务发展。 与跨职能团队紧密合作，制定、实施并持续优化客户互动策略和重点项目方案，优化客户体验。 按照公司要求及相关流程规定，及时报告与诺华产品相关的产品质量投诉、不良事件及特殊情况。
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 1150 comparable Manager Sales roles across 117 biopharma companies.
Salary context
266 of 1150 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 1150 comparable roles
+ 58 more countries
Seniority mix
1150 of 1150 peers have a known seniority level
Therapeutic area mix
257 of 1150 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.