Regional Sales Manager - Coastal (Durban, Cape Town, Port Elizabeth)

Overall Objective of Job Function

• To manage allocated Sales Budget through effective co-ordination of Sales, Profits, Key Accounts and Expense Budgets within a Region

Detailed Description of Job - (Duties & Responsibilities)
Key Performance Area
Tasks within each KPA - (What and how is it done)
Measurable e.g. by when

Financial

• Ensure achievement of quantitative criteria
• Sales and profits/Budget/Business Unit Brands (Budget vs. Actual)
• Control of Representatives Expenses and Budgets,
• Effective utilisation of marketing budgets with ROI

Ongoing

Customer Service - (Doctors, Pharmacists, Pharmacy owners, Buying groups, Wholesalers etc)

• All queries are followed up and resolved in the shortest possible timeframe within policy framework
• A professional attitude is displayed when responding to a customer’s needs
• Methods for improving customers services are proposed, developed and continuously updated
• Internal and external customers are constantly updated as to the progress of their queries

Ongoing

Continuous Improvement Processes Filed Tasks

• Manage regions effectively by spending the required time in each territory with sales consultants
• Management of relationships with Key Accounts, Opinion Leaders, Wholesalers
• Effective management of Cycle Strategies and implementation of promotional strategies
• Effective use and distribution of various data to achieve set targets within agreed deadlines
• Evaluation of Representatives
• Strict implementation of customer coverage by the team of sales consultants

Daily

Strategies

• Receive/place initial monthly Wholesaler orders
• Engaging with formulary driven group of pharmacies and successfully negotiate product rankings
• Implementation and management of the sales consultants ensuring effective territory strategy for entire region using data management systems
• Monitor and review marketing strategies and provide monthly feedback to the parties concerned
• Growth of market share through market analysis
• Ensure “switching” from competitor products to the Clients branded generics takes place.
• Achievement of both Primary and Secondary sales budgets
• Monthly analysis of stock at wholesalers, thus:
  • Ensuring fast moving stock items are kept to the required agreed levels.
  • Methods are followed whereby ensuring slow moving stock items are correctly managed, minimizing stock write offs

Ongoing

Administration

• Ensure communication of essential company information is received by sales consultants
• Daily reports
• Weekly reports
• Monthly reports
• Financial Year end Reports
• Customer Coverage and Productivity reports
• In conjunction with the Sales Force Effective Coordinator (SFE) ensuring that the data reporting systems are in place and updated and correct at all times (SSD)
• Reporting back to HO at Strategy and Internal Review meetings.
• Ensure to provide required reports are provided by self to the HO periodically and on adhoc basis.

Ongoing

Management of Staff

• Effective management of sales consultants through defining sales and marketing strategy into team goals
• Planning (e.g. Representative Meetings)
• Directing and supervising territory management and key customer control
• Monitor and control

Daily

Learning and Growth

• Provide on-going assessment and feedback/coaching of development for the sales consultants
• Learning achievements are acknowledged to improve sales consultants performance
• Team effectiveness is facilitated and assessed against standards and contingencies applied when required
• On the job assessment and feedback occur timeously
• Quarterly appraisals/ review with direct reportees

Ongoing

Identity Development/ Training Needs of Self and Team

• Team performance is monitored against standards and regular feedback is provided
• Individual goals are developed and aligned to team goals and roles are clearly defined as per role profile
• Performance discussions are held regularly to identify learning requirements

Ongoing

Resolve IR Issues

• Performance issues are accurately identified and action is instituted
• Potential conflict is resolved according to the IR procedures
• Disciplinary action is taken according to the IR procedures – in case of extreme poor performance and inappropriate behaviour by staff

Ongoing