Local Marketing Lead区域市场负责人-北区
About this opportunity
工作职责：
负责支持I&I 北中国的整体业务运营规划，有效推进区域市场业务，最大程度支持区域业务的良性可持续发展；
制定区域市场策略，确保全国市场策略在区域有效执行，对市场部工作提供建议及反馈；
及时总结区域的成功经验和优秀推广模式，在全国范围内进行及时的分享和复制；
制定团队管理的能力发展计划，提升LMM的整体业务能力；
与培训部/市场部共同策划并推进新产品的卓越培训体系，确保新产品的成功上市；
与市场准入/商务团队共同推进产品线的NRDL/区域目标医院的准入工作；
探索创新业务模式，数字化、创新支付、三方战略合作等，在全国稳步推进及广泛应用，最大化助力业务；
搭建组织人才体系，构建完善的人员发展系统，精准各层级赋能，最大化释放员工潜能；
确保日常工作遵循公司政策、行业准则以及相关法律，包括但不限于FCPA (《反海外腐败法》)及相关中国大陆境内相关反腐法律条款。严守诚信，保持真实透明，在过往的销售工作中无任何违反法律规定的行为发生。
任职条件：
销售部RM、LMM Lead及市场部市场经理及以上级别
具有优秀的领导力、影响力以及战略思维
具备优秀的沟通，计划及组织能力
#LI-PFE
其他职务描述
至少在辉瑞5年区域管理经验或10年以上制药行业销售经验
内部候选人申请岗位空缺还须确保本人在辉瑞工作期间无任何合规处分记录(含所有合规处分等级) 以及没有正在被调查中
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 .

Bus Dev & Strategic Planning
Job details
How this role compares
Computed from every other active BD&L & Strategic Planning role in our database, not just this employer's listings.
We currently track 74 comparable BD&L & Strategic Planning roles across 26 biopharma companies.
Salary context
13 of 74 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 74 comparable roles
+ 13 more countries
Seniority mix
51 of 74 peers have a known seniority level
Therapeutic area mix
11 of 74 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.
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.