Sr. Deputy General Manager

Role Objective

The Senior DGM – Sales Leadership Capability (L&D) is responsible for designing and driving a high-impact capability system across the sales hierarchy (Medical Representatives, ABMs, RBMs, ZBMs, and NBMs). The role focuses on strengthening managerial effectiveness, coaching quality, and field execution to improve sales productivity and consistency.

The mandate includes building a future-ready sales leadership pipeline, embedding structured on-the-job learning, and enhancing data-driven decision-making and execution discipline across territories. The role partners closely with Sales and Commercial Excellence to ensure that capability interventions directly improve field performance, review effectiveness, and overall business outcomes.

Key Responsibilities

Area

Responsibility

Capability Strategy & Roadmap

Define and drive the Sales Leadership Capability roadmap aligned to field productivity, execution excellence, and managerial effectiveness across MR, ABM, RBM, ZBM, and NBM levels.

Manager Effectiveness & Coaching Excellence

Strengthen on-ground coaching capability by institutionalizing ICEP as a structured coaching tool and improving the quality of field interactions, feedback, and performance discussions.

Sales Review & Governance (SRS)

Drive adoption and effectiveness of SRS to enhance review rigor, agenda discipline, data usage, and actionable follow-through across managerial levels.

Root Cause & Problem-Solving (RCA)

Embed structured RCA capability across managers to improve decision quality, territory interventions, and performance recovery in weak HQs/regions.

Leadership Development & Pipeline

Lead ASPIRE and CEJx programs with a focus on readiness for next roles and sustained performance across reps and managers.

Future Skills & Capability Building

Drive capability development in coaching, data-driven decision making, AI-assisted planning, and key account management for institutional, channel, and trade teams.

Sales Competency Framework (USV Ahead)

Implement and sustain the sales competency framework, integrating it with hiring, training, performance management, and career progression.

Learning Model & Field Integration

Shift from classroom-led training to structured on-the-job learning (10-20-70), linked to field execution, JFW coaching, and business outcomes.

LMS & Digital Enablement (e-Gurukul)

Use LMS as a performance enablement platform through learning nudges, coaching support, and tracking of capability versus performance outcomes.

Stakeholder Collaboration (Sales-Focused)

Partner with Sales Heads, NBMs, and ZBMs to diagnose capability gaps and drive targeted, performance-linked interventions.

Budget & External Partnerships

Manage L&D investments and external partners with focus on measurable impact on sales capability, productivity, and execution quality.

Stakeholder Interaction

Internal

• CMO, BU Heads, NBMs, ZBMs, RBMs, ABMs – alignment on capability priorities and performance improvement
• L&D ecosystem (internal team, content developers, artists/visualizers) – design and delivery of capability interventions
• HR – talent development, pipeline, and integration with performance systems
• Commercial Excellence (SFE/BI) – alignment with dashboards, analytics, and field execution
• IT & LMS Support – enablement of platforms, dashboards, and digital learning systems
  
  

External

• Selective vendors – capability programs, tools, and specialized interventions (as required)
• Industry / capability networks – benchmarking and adoption of best practices
  
  

Job Requirements

Professional Experience and Relevant Skills

Experience

15+ years of overall experience, with 8–10 years in sales capability, L&D, or salesforce effectiveness roles within large, distributed sales organizations (FMCG, Consumer, B2B, Tech, or Pharma). Experience in transforming field capability and improving sales productivity is preferred.

Leadership Breadth

Proven track record of building and scaling sales capability systems across multiple managerial layers (frontline to manager of managers). Experience in driving coaching effectiveness, review governance, and performance-led capability interventions.

Strategic Expertise

Strong experience in capability architecture, change management, leadership development, and workforce transformation. Ability to translate business priorities into measurable capability outcomes.

Core Skills

High influence and stakeholder management ability across complex organizational structures. Strong orientation toward data-driven decision making, problem solving, and driving execution discipline. Ability to build performance-driven, learning-led cultures.

Academic Qualifications

• Postgraduate degree (MBA or equivalent) from a reputed institute.
• Certifications in sales capability, coaching, or learning and development such as CPSL, CPSP, CISP, Challenger Sales or equivalent programs, Sales Management Association certifications, ICF or similar coaching credentials, and L&D certifications like ATD/CPTD are desirable, along with exposure to digital learning platforms, analytics, and AI-enabled capability systems.