Regional Business Manager | Cipla – Supracare | Kerala

Job Purpose

Achieve defined business targets by managing a team of 5-6 Area Business Managers with an overall responsibility to generate approximately Rs 18 – 20 crore business annually for Indian businesses within the assigned therapy area and geography

Key Accountabilities

Accountability Cluster & Major Activities / Tasks

• Responsible for business achievement for respective therapy area to achieve budget through team
  • Prepare business plans for the therapy and implement the same for business growth
  • Map competition in the market and their strategy on activities and products; develop and implement actions accordingly down the line
  • Set the targets and goals for individuals in the team
  • Effectively manage P&L for business growth
  • Ensure HO strategies down the line and effective utilization of material/HO campaigns
• Manage external customers to ensure business development through support generally aiming at developing and implementing business growth opportunities
  • Meet with key customers seek market feedback and build strategies as per need
  • Execute annual engagement plan for KBLs/KOLs as per customer profiling metrics
  • Handle top accounts of assigned region
  • Drive medico marketing events and initiatives to build therapy and Cipla’s image across the region
  • Develop new business opportunities through various channels
  • Review distribution services to monitor secondary and primary business against the sales plan weekly; engage stockists, semi-stockists, panel chemists
  • Make investments in local marketing activities and ensure maximum ROI
  • Deploy team to ensure the complete coverage of the potential markets
• Ensure the right hiring and learning and recognition through different interventions for the teams to drive high performance and meet targets
  • Recruit quality resource hiring through effective spotting from competitors
  • Conduct a preliminary interview of spotted talent and refer accordingly
  • Ensure effective induction and onboarding program for newly hired employees
  • Monitor team’s performance and motivate them to reach targets
  • Recognize employee achievement from time to time to ensure the team is increasingly associated with achieving organizational goals
  • Address and resolve all concerns/challenges relating to the team
  • Ensure coverage of all teams under various training interventions on distribution, activities/camps, business management, behavioral and interpersonal skills

• Control & monitor team performance towards compliance and ethical working by engaging the team and tracking their performance
  • Monitor tour plans, basic working and sales performance of the team
  • Conduct monthly reviews to evaluate the performance of individuals and plan actions
  • Analyse ROI of promotional activities, major sponsorship, discounted business, etc.
  • Ensure adherence towards compliant and ethical working in the field
• Ensuring planning, monitoring, and reviews of team performance and aligning their individual objectives to organization objectives to overall raise their performance as per expectation
  • Cascade goals to the team at the beginning of the year, monitor and review team performance on regular basis to ensure budgeted achievement.
  • Provide ongoing feedback to the team to improve performance during one on one or team interactions.
  • Provide coaching and guidance during joint fieldwork
  • Conducting Mid-Year and final review as per goals set at the beginning of the month.
  • Identify individual performance gaps and recommend training for development.
  • Develop high-potential talent within the team to take on future roles.

Major Challenges

• Right spotting and hiring of a candidate
• Identifying and approaching new customers
• Stringent regulatory bodies and internal unavoidable constraints lead to business loss
• Driving efficiency among all teams to achieve profitable growth
• Keeping external customers engaged at all times to generate business

Key Interactions

Internal

• Field Employees
• Depot team
• Cross-functional team
• HO team
• HR team

External

• Doctor for strengthening relationships (weekly)
• Chemist for secondary sales data and issue resolution (weekly)
• Stockiest for secondary sales data and issue resolution (weekly)
• Paramedical Staff
• Competitors to understand market trends, etc. (as per need basis)
• Potential candidates for hiring (as per need basis)

 Dimensions

• Business Volume 18-20Cr p.a.
• 5 -6 reportees – Area Business Managers
• Individual MSL coverage of 15-20 doctors.
• Primary sales budget achievement of 1-1.5 Cr on monthly basis.
• EAS expenses of the team below 1% of the sales
• Maintain expiry and sales returns below 2%
• Profitable YPM & growth

Key Decisions:

Decisions & Recommendations

Design and execution of the plan for the doctor’s engagement

• EAS expense for activities/engagement programs recommended to Zonal Business Manager

Team training

Leave approval of BMs

• Top doctor’s engagement in International / National Conferences/programs recommended to Zonal Business Manager

Tour plan of Self & team

Education Qualification

Graduate preferably with a science background

Relevant Work Experience

7-10 years of experience with minimum of 3 years in a similar role as a team leader in the pharmaceutical industry.

• Good at People management.
• Effective communication and analytical skills
• Effective in decision making
• Problem-solving attitude