About this opportunity
负责地方一级的关键账户管理，通常管理一个小团队或管理特定帐户/关系。管理与关键账户的业务关系和活动，以培养和扩展关系并获取销售目标。 发展和维持与客户内主要利益相关者的关系，深入了解客户对患者的挑战，并确定增强患者护理的解决方案。
Major Accountabilities~ 负责推动指定客户的销售、推广和发展，实现商业目标 ~ 制定客户发展战略，为分配的客户制定专门的 KAM 行动计划，调整客户目标并执行。 ~ 领导战略和个人战术计划的制定，并在分析、未来潜力和账户所需的关键计划方面提供战略投入 ~ 准备和谈判合同，并指导公司针对特定客户启动的举措 ~ 分析市场情况，包括关键客户和主要竞争对手的竞争情报活动 ~ 根据商定的业务战术计划，独立组织客户活动和其他计划，或与营销/医疗部门合作 ~ 协助利益干系人进行映射，包括细分和分析，并为诺华 CRM 系统提供准确及时的数据。 ~ 负责推动销售运营计划，并实现组织自身的商定销售和更广泛的绩效目标。 ~ 通过培训、辅导或管理关键商业计划，培养有效的销售团队 ~ 收到后 24 小时内报告与诺华产品相关的技术投诉/不良事件/特殊情况 ~ 营销样本的分发（适用）Key Performance Indicators负责本地级的关键客户管理，通常管理一个小团队或管理特定客户/关系。管理与关键客户的业务关系和活动，以促进和扩展关系并获取销售目标。 与客户中的关键利益相关者发展和维护关系，深入了解客户对患者面临的挑战，并找出可增强患者护理的解决方案。Work Experience~处理质量指标和问题~临床试验设计、数据审查和报告~创新和分析技术Skills~账户管理~薪酬管理（员工）~计算机编程~化妆品~CRM（客户关系管理）~客户关怀~现场销售~大客户管理~销售~多任务处理技能~办公室行政管理~患者护理~采购~促销（营销）~销售~销售运营~战略领导力~支持服务Language英语
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 2393 comparable Sales roles across 138 biopharma companies.
Salary context
636 of 2393 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 2393 comparable roles
+ 59 more countries
Seniority mix
956 of 2393 peers have a known seniority level
Therapeutic area mix
651 of 2393 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.
Open in 2 locations
Open in 2 locations
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.