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Regional Business Manager | Cipla – Supracare | Kerala

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Job Overview

  • Date Posted
  • Location (State / UT)
  • Expiration date
  • Experience
    7 Years, 12 Years
  • Gender
  • Desired Qualification
    Bachelor Degree
  • Salary in (₹)

Job Description

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

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


  • 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

Skills & Knowledge

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