Retail Marketing Manager
About this opportunity
制定品牌策略和年度规划，线上线下品牌营销活动计划；
品牌营销活动落地，与跨团队紧密合作，执行和跟进各产品区域市场项目落地；
信息收集及分析：收集、反馈所负责品牌相关市场信息，并提供建设性解决方案；
所负责品牌的生意分析，找出潜在机会，给到销售团队明确指引；
支持公司的各项创新举措，主动探索创新的机会和方法
完成上级经理指派的其他各项工作
任职要求：
教育：
本科以上学历，具备英语沟通能力，咨询公司背景优先
工作经验：
外部应聘者需至少5年以上品牌管理相关工作经验, 且具有零售医药背景
有跨国医药公司相关治疗领域、OTC、大健康公司背景优先
技能：
良好的中英文表达、写作能力和办公软件操作技能。
具有良好的沟通、协调能力和团队合作意识。
熟悉医药行业渠道品牌运营，了解行业趋势与动态，具备良好的商业敏感度及品牌管理知识储备，并有较强的统筹规划能力与执行力；
具有良好的责任心，抗压力及学习力。
能够适应经常性出差。
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.