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Job Function:

Sales Enablement

Job Sub Function:

Sales Effectiveness

Job Category:

People Leader

All Job Posting Locations:

Shanghai, China

Job Description:

Below is a professional, executive‑ready English translation, suitable for a job description, role scope, or internal capability document. I’ve kept the structure and tone aligned with senior commercial operations standards.

1. Sales Incentive and Performance Closed-Loop Management

• Starting from the company’s overall strategy, lead the design, implementation, and continuous optimization of annual sales incentive and bonus schemes, ensuring strong alignment with strategic objectives and effectively driving desired sales behaviors and business results.

• Conduct systematic reviews of sales incentive mechanisms to identify and codify key sales capability models, high-performance standards, and aligned execution principles, continuously enhancing overall sales force effectiveness.

• Work closely with the sales leadership team to lead the annual planning, ongoing monitoring, and in-depth diagnostics of core sales performance metrics, including Sell-in and Offtake, providing actionable insights to support business decision-making.

• Collaborate cross-functionally with Sales, Finance, Human Resources, and other stakeholders to integrate data and processes, overseeing the calculation, approval, and compliance management of quarterly and annual sales bonuses, ensuring fairness, transparency, and timely payout.

• In alignment with company culture and values, lead the design and proposal of annual recognition programs and special incentive awards, and oversee award evaluation, calculation, and approval to reinforce positive behaviors and cultural priorities.

2. Sales Performance Management System Development

• Build and continuously optimize an end-to-end sales performance management system. Tailor performance frameworks to different channels and business models, clearly defining sales behavior metrics and translating them into quantifiable and trackable management indicators.

• Establish and iterate standardized processes and governance for sales performance management, driving consistent execution, transparency, and sustainable optimization across the sales organization.

• Maintain a deep connection with the China sales organization and frontline business, continuously identifying real business pain points and translating them into improvement opportunities for the performance management system.

• Engage closely with China sales teams to generate insights from business challenges and leverage them to continuously refine and enhance the sales performance management framework.

3. Sales Capability Building and Enablement

• Partner with sales management teams and HR business partners to build a future-oriented sales capability model aligned with evolving business needs. Clearly define high-performance profiles and systematically identify the critical capabilities and behavioral standards required across different sales teams and role levels.

• Conduct capability assessments at both team and individual levels based on the sales capability model, identifying strengths and gaps to provide data- and model-driven support for talent development and organizational decision-making.

• Design and drive targeted capability development initiatives based on assessment outcomes. Integrate internal and external resources to deliver customized training programs, workshops, and on-the-job enablement, continuously strengthening core sales capabilities and long-term organizational competitiveness.

4. Professional Education and Business Enablement

• Develop and execute the overall professional education strategy in response to market dynamics and product strategy, ensuring capability building effectively supports business growth and competitive advantage.

• Collaborate with business, marketing, and cross-functional teams to evolve professional education from “training delivery” to a closed-loop model focused on tangible business impact and conversion.

If you’d like, I can also:

• Condense this into a one-page JD version

• Rewrite it for HR recruitment posting

• Adapt it into resume / leadership profile language

• Provide a more concise executive summary version for slides or talent cards

 

 

Required Skills:

 

 

Preferred Skills:

Benchmarking, Business Impact Analysis (BIA), Coaching, Collaborating, Critical Thinking, Efficiency Analysis, Innovation, Marketing Integration, Market Savvy, Process Improvements, Process Optimization, Sales, Sales Enablement, Sales Support, Solutions Selling, Technical Credibility