About this opportunity
Job Description Summary
Responsible for developing sales capability & the development and execution of training plans for assigned product areas and/or key product launches. Partner with and make recommendations to Marketing and Sales teams in the development and implementation of comprehensive learning solutions.
担当する製品領域や主要製品の発売に向け、営業力の強化およびトレーニング計画の策定・実行を担います。包括的な学習ソリューションの開発・導入にあたっては、マーケティング部門、営業部門と連携し、提案や助言を行います。
Job Description
Your Key Responsibilities:
Your responsibilities include, but not limited to:
Lead the development and execution of the Product, Clinical, and Skills Training Curriculum for assigned brand(s) and /or key product launches.
Collaborate with HQ Training, external vendors /SMEs, and key BU functions (eg. Sales, Marketing, Medical) in the development of training materials that reflect the needs of the brand and evolving market landscape and legal /regulatory requirements.
Ensure curriculum is designed to accommodate progressive learning from fundamental through thought leader.
Conduct on-going needs analysis (customer feedback, field interactions, SMEs, etc) and leverage results to make recommendations, inform, and adjust training strategy and curriculum as needed.
Ensure quality delivery of training by partnering with Marketing, Sales, MDs and FLMs to develop and pull through the training strategy in the field using a variety of tactics (live and virtual facilitation, Train the Trainers, Peer-based teaching, etc) and technologies.
Lead development of National Sales Meeting presentations/ resources and execute in conjunction with the Brand teams.
Ensure materials are up to date and MAP approved per Sandoz policy.
Reporting technical complaints / adverse events / special case scenarios related to Sandoz products within 24 hours of receipt -Distribution of marketing samples (where applicable)
MR Certification-related operations: Responsible for Sandoz’s continuing education planning and reporting, as well as internal and external coordination regarding the maintenance of MR certification.
Competency: Organize the strengthening and assessment of sales employees' competencies based on the "Engage 2 Grow" framework.
KPIs : Improvement in sales capability nationally - Actual training vs training plan
主な職務内容：
新人社員および経験豊富な営業担当者を対象に、営業手法、プレゼンテーション、プロジェクトや製品の用途に関する情報、ロールプレイングなどを含むトレーニングプログラムを策定・実施する。
営業会議でのプレゼンテーションに向け、営業チームに資料や開発支援を提供する。営業計画を支援するために必要に応じて各地域でトレーニングを企画・実施するほか、トレーニング担当の同僚と協力して、全国共通のコアプログラムや戦略的・実務的な計画を策定する。
トレーニング予算を管理する。
社内外のベンチマークや診断結果を分析し、積極的に対応する。また、顧客、従業員、および業績に関するフィードバックに迅速に対応し、計画、評価、成果をセールストレーニング責任者、営業上級管理職チーム、マーケティングチームに報告・共有する。
関係者や外部機関と連携し、営業担当者向けの製品発売時トレーニングパッケージを考案・開発する。
サンド基準に沿った製品発売を行うために必要なツールやスキルを営業担当者が習得できるよう、効果的な学習プログラムを実施する。
チームの成果や成功事例を紹介する学習用刊行物やビジネスユニット向け広報誌のコンテンツを作成する。
eラーニング、ビデオ会議、電話会議などのプラットフォームを活用し、営業チームの参加を促す遠隔学習（ディスタンスラーニング）モジュールを開発・実施する。Sandoz製品に関連する技術的苦情、有害事象、特殊な事例（スペシャルケース）の報告（受領後24時間以内）およびマーケティング用サンプルの配布（該当する場合）を行う。
MR認定関連業務：サンドにおける継続教育の計画・報告、およびMR認定維持に関する社内外との調整業務を担当する。
コンピテンシー：「Engage 2 Grow」の枠組みに基づき、営業担当者のコンピテンシー強化および評価を推進・管理する。
KPI：全国的な営業能力の向上、トレーニング計画に対する実施実績。
What you’ll bring to the role:
Essential Requirements:
Working experience in education and training roles at a pharmaceutical company(3ys)
Sales in Healthcare / Pharma / related business (2ys)
E-Learning.
Purchasing Process.
Sales Management. , Sales Revenue.
Languages: Japanese, English (Business Level)
必須スキル：
製薬会社における教育・トレーニング業務の経験 （3年以上）
ヘルスケア・医薬品・関連事業の営業職の経験 （2年以上）
eラーニング
購買プロセス
営業管理、売上管理
言語：日本語
Desirable Requirements:
English Communication capability
Active Directory.
Coaching.
Customer Satisfaction.
Human Resources (Hr).
Office Management.
Promotion (Marketing).
Salesforce CRM
歓迎るするスキル：
英語でのコミュニケーション能力（ビジネスレベル）
アクション進捗管理
コーチング
顧客満足度
人事（HR）
オフィス管理
プロモーション（マーケティング）
Salesforce CRM
You’ll receive:
Headquarters-based Employee. Remote work is permitted.
Performance-based bonus (Short-Term Incentive) is paid once annually in March.
Commuting expenses and housing allowance provided.
Requires domestic business travel several times a month to train field force.
その他：
本社勤務（リモートワーク可）。
業績連動型賞与（短期インセンティブ）：年1回、3月に支給。
通勤手当および住宅手当を支給。
フィールドフォーストレーニング実施のため、月数回の国内出張が必要。
Skills Desired
Business Partnering, Cad (Computer-Aided Design), Coaching, Customer Requirements, Customer Service, E-Learning, Field Sales, Human Resources (HR), Installations (Computer Programs), Physics, Relationship Building, Sales, Sales Trainings, Sdm, Selling Skills, Training Programs
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 5204 comparable Sales roles across 216 biopharma companies.
Salary context
807 of 5204 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 5204 comparable roles
+ 75 more countries
Seniority mix
1993 of 5204 peers have a known seniority level
Therapeutic area mix
1070 of 5204 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.