DISTRICT FIELD MANAGER - HA NOI (QUẢN LÝ KHU VỰC - ĐỊA BÀN HÀ NỘI)

- Education: Medicine or Pharmacy degree 

- Strategic thinking and strong business in this role.

- Be excellent communicator and should have experiences management sale team at least 2 years in sales in Pharmaceutical Company.

* Competitive salary
* Monthly Incentive/Quarterly Bonus/Year-end bonus
* 15-18 days annual leaves
* You participate in several training courses to develop your competence twice a year.
* You go on team building/kick of trips paid by the Company twice a year.
* You and one of your dependent are insured premium healthcare insurance.

KEY ACCOUNTABILITIES

• Achieve company goals using agreed resources to access/develop the customer potential. Implement product marketing plan within the defined territory. Plan and organize events like symposia, CME.
• Build professional relationships with to enhancing the partnership, and effectively communicate product / disease-based scientific information to provide the medical treatment options to customers
• Strengthen and maximize existing customers and further explore and assess business opportunities. 
• Gather market intelligence and provide feedback to manager and marketing.
• Achieve territorial performance objective by ensuring proper implementation of marketing plans and activities by the reps within approved resources
• Propose new plans to develop product performance as company growth expected in the territory
• Analyze available information to identify business opportunities.
• Plan, facilitate, approve and ensure implementation of tactical plans that will exploit identified business opportunities. Track and monitor spending in the district and ensure optimal use of resources and return on investment.
• Receive manager direction & report on field activity

People management:
• Build strong team spirit by setting clear directions, clarifying expectations, providing support, promoting teamwork and collaboration, and constantly engaging their people to drive retention.
• Understanding of total rewards system and use this to motivate the team to improve their earnings.
• Coaching reps to give support and advise on time and improve qualitative feedback to the company
• Performance management cycle, development discussions. Assess rep competencies, set and implement development plans with each rep. Create development in accordance with the plan.
• Minimize impact of vacancies through appropriate resource planning and by working in partnership with HR to ensure timely recruitment. 
• Ensure appropriate induction of a new rep in the field. 
• Strengthen professional relationships with Key Opinion Leaders and other special interest groups by maintaining regular contact and providing proactive support as appropriate.

INTERNAL AND EXTERNAL STAKEHOLDERS
• Direct Line Manager: 
- Discuss and define objectives/regional action plan
- Assess performance (development interviews)
- Pass on information for reporting
• Physicians: doctors and pharmacist, retailers, local distributors/ agents
• Other customers: Insurance, Managed-care, Patients-Doctors and Pharmacists’ Society
- Promote and develop contacts, product and company image