| Service Development Manager
If you have applied for a position previously via Zenopa, please login to gain more information on the job description, interview process, company info and progress. This will save you repeated administration.
| Company |
Napp Pharmaceuticals Group |
| Job
ID Number |
33166 |
| Job Title |
Service Development Manager |
| Job Location |
South Central and East of England |
| |
|
| Job Description |
TERRITORY:
South Central and East of England - Southampton , Oxford, Milton Keynes, Norfolk, Essex - excludes London
PRODUCTS:-= Pain portfolio - Butrans , Transtec,
A. PURPOSE OF JOB:
Facilitate & Project Manage the development of Community Clinics or to support the re-designing of existing services in emerging commissioner or provider based services.
Activities will be through ABPI compliant projects and developed relationships at all levels of Primary Care, additionally, and as projects necessitate utilising, Secondary Care relationships to achieve a specific project milestone.
B. SPECIFIC DUTIES AND RESPONSIBILITIES:
" To identify and prioritise commissioned services with in Primary Care or Re-designed service in Secondary Care.
" To manage all parts of the agreed commissioned service project and to complete milestones within agreed timeframes and budgets, within a defined geography.
" To establish, develop and maintain relationships with key personnel involved in the commissioning of services across their defined geography.
" Ensuring that all relevant prescribing issues or policies that may impact on sales activity is communicated across the sales teams inside the specific ITM geography.
" To establish a network of key stakeholders in commissioning providing a source of key opinion leaders to support our NHS Strategies and evolving NHS projects.
" Maintaining a regular supply of relevant medical, scientific and general information to support the key customer groups, using both internal and external information sources.
" Developing and maintaining a high level of product, competitor and disease area knowledge.
" Synergising activities to support the Territory, Regional, Divisional or National business objectives, by developing internal partnerships which support Department Strategies with all functions and roles.
" To collaboratively support colleagues, sharing best practice through effective communication or with prior approval from Line Manager, through attendance at meetings at Territory, Regional, Divisional or National forums.
" This position will require cross boundary working (Territory, Regional and Divisional) and considering this, the Service Development Manager must be sensitive to any local issues.
" All projects and issues management undertaken must be supported with a Project Plan and/or supporting evidence to support activities.
" All Completed projects should be reported and documented. These reports should also reflect the opportunities and/or business growth achieved by sales or commercial activities as a direct consequence of the project impact.
" To produce an Tertial Business Plan which is aligned the key strategies of the organisation and reviewed quarterly, which is to be posted on Sharepoint.
" To ensure the all customer facing activity is recorded on the Call Reporting System, correctly and without delay.
" To ensure all Staff Time is reported on time, unless sanctioned by your Manager.
C. MEASUREMENT:
ACTIVITY: To achieve an activity rate and target coverage of key project customers agreed with Manager and in line with Department Strategies.
PROJECTS: Implementation & Completion of Projects that have measurable outcomes, resulting the commissioning of at least 4 Community Pain Clinics per Annum across their geography.
EXPENDITURE: All activities recorded will be on-budget.
|
| Person Profile |
ROLE REQUIREMENTS:
" Knowledge of brand and launch plans as well as disease area knowledge
" Knowledge of NHS structure and changing NHS
" Project Management experience
" Ability to understand and disseminate relevant medical and scientific information appropriate to the audience
" Competitor knowledge
" Negotiating and influencing skills
" Team working skills
" Ability to contribute to department strategic plans (desirably to have experience of strategic planning)
" Clear demonstration of leadership attributes
" Effective at building both internal and external relationships
" Advanced IT skills
" ABPI qualified
" Networking skills and excellent communicator
" Able to represent the Company at NHS forums
|
| Job Package |
SALARY - Wide salary scale dependant on experience and performance in interview
LUNCH ALLOWANCE - £5.25 per day.
PENSION - Contributory from day one - 6% of salary v 17.5% by company.
LIFE INSURANCE - 3 x annual salary. From day one
MEDICAL COVER - free from day one.
COMPUTER - Lap top.
CAR - Wide choice, Including Mondeo, Honda Accord, VW Golf, BMW, Saab, Volvo and Lexus, can downgrade if required and take the cash equivalent
TRAINING - Comprehensive and flexible, dependant on ability, experience etc. The training programme is modular and progress is at a level relevant to each candidate. Initial basic training is usually completed within 3-4 months.
DEVELOPMENT - Long term and on-going, designed to ensure each salesperson develops as an individual and is ready for the future opportunities as appropriate.
BONUS - based on cash growth, per product, per territory, paid tertiallly, average per annum is £5k, top performers can earn £12k.
HOLIDAYS - 25 DAYS |
| Interview Process |
2 interview process |
| Company Profile |
COMPANY PROFILE
Who are we?
Named as one of the UK's Top 100 companies to work for in the Sunday Times list for 2007, Napp Pharmaceuticals Ltd is part of a privately owned international group of pharmaceutical companies, with worldwide sales in excess of 1 billion dollars a year.
In 2005, Napp had the 5th highest cash growth of the top 20 UK pharmaceutical companies. At the end of 2005, Napp was ranked 17th by size of sales, with an ambition to be in the top 10 by 2008.
From modest beginnings in the 1920's, Napp was acquired by its present owners in 1966, and now has a UK sales turnover in excess of £75 million a year.
Specialising primarily in the treatment of pain, Napp also operates in the cardio-vascular and oncology markets in the UK.
Napp is committed to developing its people and its products in order to meet the needs of their customers within the NHS, and their patients.
How are we structured?
We have 144 GP/Hospital Salespeople working within the UK, promoting BuTrans, OxyCodone and Transtec. They are split equally between 3 promotional Divisions:-
Darwin (A)
Edison (B)
Rutherford (C)
We also have 32 Hospital Salespeople working selected hospitals throughout the UK, promoting BuTrans, the OxyContin range and Transtec. We also have 4 Oncology Specialists, who cover key cancer centres within the UK.
Our team of 12 NHS Business Development Managers are dedicated to managing issues and projects at a senior level, primarily within primary Care, throughout the UK. They report to a dedicated UK Manager.
We have 16 Regional Business Units, most of which are comprised of 3 territories. Each territory is worked by 3 Salespeople, 1 from each promotional Division. Each Regional Business Unit is managed by a Regional Business Manager, who reports to 1 of 3 Divisional Managers.
Each GP/Hospital Salesperson is responsible for achieving sales and other business objectives on their territory. They have responsibility for their promoted products with all customers within their territory boundary. This is achieved with the Edison and Rutherford Divisions by dividing each territory in two, determined by customer numbers and needs.
Each RBM is supported by an Associate Manager. The Associate Manager, who may be either a territory salesperson or an NHS Business Development Manager, will spend approximately 20% of their time assisting their RBM with field training and other duties.
Our Salespeople work within a 4 band grading structure that rewards sales achievement and personal qualities, and which allows for both personal and career development. As people progress through the bands, the opportunity for additional responsibility increases.
What is our culture?
Our Corporate culture is an open one, based upon the belief that good ideas come from many sources, and that everyone has the right to be listened to. We also believe in striving for continuous improvement in all that we do, and everyone is encouraged to recommend ways in which our business can be developed.
We have a declared aim of recruiting, training, developing, motivating and retaining the very highest calibre of Medical Salespeople available. In order to achieve this aim we continually monitor our reputation, and ensure that our ethos, structure, package etc, is both attractive and highly competitive within our market place.
We believe our Salespeople should work within a broad framework of control, clarity and accountability. Personal ownership of targets, objectives, business planning and future development is encouraged.
Our Core Values are:
- Honesty
- Innovation
- Passion
- Respect
What are we looking for?
Experienced Medical Salespeople who demonstrate a well above average aptitude for the job.
Candidates should possess persuasive interpersonal skills, be self reliant and have a positive attitude. We also value integrity, enthusiasm and competitiveness, and seek candidates who can demonstrate a mature and empathetic approach to th |
| To what stage has recruitment progressed |
Ring
Zenopa to register, if registered: 
|
| Review of progress of your applications |
Ring
Zenopa or |
| |
|
WHY
USE ZENOPA SERVICES
-
Zenopa has long standing relationships, we know who to
talk to pursue your application and what level of follow
up is acceptable by the employer, this enhances the opportunity
of an interview.
-
Clients are seeking specific information, frequently missed
or buried in a CV, we can bring this information to the
forefront, enhancing the opportunity of an interview.
-
A CV can not shout the underlying competencies of some
individuals for some roles, you need a consultant who
has met you and has the relationship with the employer
to put these competencies over so that you can secure
the interview.
-
Interview preparation is fundamental to securing the job
of choice, the employer has a brief time to assess whether
you have the knowledge and skills required, we can identify
for you that knowledge and skill base - you then have
to focus on evidencing that you have them.
-
Moving jobs is said to be the second most stressful activity
after moving house, our experience and feedback to you
alleviates the stress build up.
We
can not secure you a role that is beyond your capabilities,
however if you are capable we can enhance your chance of
presenting your case. Further we can reduce your stress
levels and act as a broker in frequently tricky package
negotiations. |
|  |  |  | Laura
Account Manager
for this opportunity
0844 980 8646
(Mon to Fri 0830 to 1800 hours)
laura@zenopa.com
|
|
Services for candidates
login/register
our services
send your CV
the information matrix
interview techniques
CV advisor
CV template download
links
contact us
|
