Verified Job
Lab Technician / Pharmacist
Area Business Manager Cipla – Xterna
Lab Technician / Pharmacist
#28238
Remote / WFH
Cipla Ltd.
Job Description
Job Purpose
Drive the execution of therapy plans through a team of 4-5 Therapy Managers within the assigned geography and therapy with the objective of achieving business goals.
Key Accountabilities
Accountability Cluster Major Activities / Tasks
Own the Sales Planning & Achievement for respective geography for assigned therapy to ensure 100% budget achievement through his / her team
Create monthly/weekly primary & secondary(focus on primary) sales achievement plans (budget) for assigned territories and communicate them to the team
Drive performance of NPP (New Product Portfolio) & PPP (Progressive Product Portfolio) as per planned YPM (productivity parameter) and target market potential through an optimum target allocation
Devise and execute (through team) local strategies to convert doctors, engage chemists, enhance business results
Control & monitor business results and performance of all team members to ensure no SOP deviation and optimum performance of the team
Monitor tour plans, basic working (calls, coverage) of the team, ensure optimum MSL (Must-see-list) doctors coverage and top doctors coverage of the team
Analyse ROI of promotional activities, major sponsorship, discounted business, etc.
Review of Secondary sales movement at stockist/chemist points to minimize expiry/sales returns/non-moving products
Allocation of resources to team members in line with their therapy needs/marketing material available
Conduct effective team review meetings
Manage vacant territories in absence of TMs
Manage external Stakeholders to ensure ongoing business results
Identify KBLs and major business accounts/hubs
Execute Annual Engagement plan for KBLs/KOLs as per their customer profiling
Nurture stakeholder relationships through consistent visits
Create retention plans to prevent the loss of prescribers to competition
Monitor secondary and primary business against the sales plan weekly; Engage stockists, semi-stockists, panel chemists
Own spotting and referrals of potential candidates and Induction of new joiners as well as engagement of existing team members
Proactively spot talent for a particular therapy/ Territory
Conduct preliminary screenings of spotted talent and refer accordingly
Ensure implementation of onboarding SOP and handhold MT to achieve his/her confirmation goals
Engage team members basis their individual profiles
Address and resolve all concerns/challenges relating to TMs as the first point of contact
Drive performance management & team development to increase effectiveness that will yield better on-field results
Cascade goals to the team, monitor and review team performance
Provide ongoing feedback to the team to improve performance
Deliver on-the-job training through joint fieldwork
Identify individual performance gaps and recommend training
Identify high-potential talent within the team and coach them to take on future roles
Reward and recognize team on an ongoing basis
Major Challenges
Hiring, Retaining, and Engaging talent for own team. It is pertinent to refer and recruit quality talent against vacancies as they directly impact productivity, important to retain through their existing role and engage them for optimum results.
Engagement with external stakeholders for ongoing productive business results. It is pertinent to keep the Doctors, chemists engaged through various initiatives, engagement activities, ongoing visits, vacant territory management, and ensuring ROI on all investments.
Key Interactions
Internal
Depot Team for stock review, etc. (weekly)
HR Team for performance review, training, hiring, etc. (As per need basis)
External
Doctors for engagement and building relationships with KOLs (daily)
Chemists for review, etc. (weekly)
Stockists for monitoring sales (weekly)
Potential candidates for hiring (as per need basis)
Dimensions
Control & Monitoring 4-5 Therapy Managers who have individual MSL coverage of 160-200 doctors
Individual MSL coverage of 15-20 doctors
Primary Sales budget of 15-30 lacs
EAS expenses of the team below 1% of the sales
Maintain expiry and sales returns below 2%
Key Decisions:
Decisions
Design and execution plan for Doctors’ Engagement
Plan of Induction of new joiners
Tour plan of self & team
Recommendations
EAS expense for activities/engagement programs
Leave approval of TMs
Doctor engagement in International / National Conferences/programs
Skills & Knowledge
Educational qualifications:
B.Sc./B.Pharm
Relevant experience:
3 – 4 years of experience as a sales team leader in the pharmaceutical industry
Preference to same therapy -Derma Experience
Interview Preparation:
Roles and Responsibilities of an Area Sales Manager
Interview Questions – Area Manager in Pharmaceutical Companies
Drive the execution of therapy plans through a team of 4-5 Therapy Managers within the assigned geography and therapy with the objective of achieving business goals.
Key Accountabilities
Accountability Cluster Major Activities / Tasks
Own the Sales Planning & Achievement for respective geography for assigned therapy to ensure 100% budget achievement through his / her team
Create monthly/weekly primary & secondary(focus on primary) sales achievement plans (budget) for assigned territories and communicate them to the team
Drive performance of NPP (New Product Portfolio) & PPP (Progressive Product Portfolio) as per planned YPM (productivity parameter) and target market potential through an optimum target allocation
Devise and execute (through team) local strategies to convert doctors, engage chemists, enhance business results
Control & monitor business results and performance of all team members to ensure no SOP deviation and optimum performance of the team
Monitor tour plans, basic working (calls, coverage) of the team, ensure optimum MSL (Must-see-list) doctors coverage and top doctors coverage of the team
Analyse ROI of promotional activities, major sponsorship, discounted business, etc.
Review of Secondary sales movement at stockist/chemist points to minimize expiry/sales returns/non-moving products
Allocation of resources to team members in line with their therapy needs/marketing material available
Conduct effective team review meetings
Manage vacant territories in absence of TMs
Manage external Stakeholders to ensure ongoing business results
Identify KBLs and major business accounts/hubs
Execute Annual Engagement plan for KBLs/KOLs as per their customer profiling
Nurture stakeholder relationships through consistent visits
Create retention plans to prevent the loss of prescribers to competition
Monitor secondary and primary business against the sales plan weekly; Engage stockists, semi-stockists, panel chemists
Own spotting and referrals of potential candidates and Induction of new joiners as well as engagement of existing team members
Proactively spot talent for a particular therapy/ Territory
Conduct preliminary screenings of spotted talent and refer accordingly
Ensure implementation of onboarding SOP and handhold MT to achieve his/her confirmation goals
Engage team members basis their individual profiles
Address and resolve all concerns/challenges relating to TMs as the first point of contact
Drive performance management & team development to increase effectiveness that will yield better on-field results
Cascade goals to the team, monitor and review team performance
Provide ongoing feedback to the team to improve performance
Deliver on-the-job training through joint fieldwork
Identify individual performance gaps and recommend training
Identify high-potential talent within the team and coach them to take on future roles
Reward and recognize team on an ongoing basis
Major Challenges
Hiring, Retaining, and Engaging talent for own team. It is pertinent to refer and recruit quality talent against vacancies as they directly impact productivity, important to retain through their existing role and engage them for optimum results.
Engagement with external stakeholders for ongoing productive business results. It is pertinent to keep the Doctors, chemists engaged through various initiatives, engagement activities, ongoing visits, vacant territory management, and ensuring ROI on all investments.
Key Interactions
Internal
Depot Team for stock review, etc. (weekly)
HR Team for performance review, training, hiring, etc. (As per need basis)
External
Doctors for engagement and building relationships with KOLs (daily)
Chemists for review, etc. (weekly)
Stockists for monitoring sales (weekly)
Potential candidates for hiring (as per need basis)
Dimensions
Control & Monitoring 4-5 Therapy Managers who have individual MSL coverage of 160-200 doctors
Individual MSL coverage of 15-20 doctors
Primary Sales budget of 15-30 lacs
EAS expenses of the team below 1% of the sales
Maintain expiry and sales returns below 2%
Key Decisions:
Decisions
Design and execution plan for Doctors’ Engagement
Plan of Induction of new joiners
Tour plan of self & team
Recommendations
EAS expense for activities/engagement programs
Leave approval of TMs
Doctor engagement in International / National Conferences/programs
Skills & Knowledge
Educational qualifications:
B.Sc./B.Pharm
Relevant experience:
3 – 4 years of experience as a sales team leader in the pharmaceutical industry
Preference to same therapy -Derma Experience
Interview Preparation:
Roles and Responsibilities of an Area Sales Manager
Interview Questions – Area Manager in Pharmaceutical Companies
