Jun 162017

CONTEXTGuinness Ghana Breweries is a leading brewer and marketer of premium alcoholic and malt drinks in Ghana. It has the vision of being Ghana’s most vibrant and iconic business by F17.Diageo Plc owns Investment in Guinness Ghana Breweries Ltd and continues to invest heavily in capex, which is critical to the journey to No 1. Diageo Plc is quoted in the US and London Stock Exchanges while Guinness Ghana Breweries Ltd (the subsidiary) is quoted in the Ghana Stock Exchange.PURPOSETo develop, expand and transform formal off-trade accounts whiles managing, motivate and leading a team of merchandisers to deliver called out volumes, profit and service in line with the F19 strategy.Qualification And Experience Required

  • A University degree or Post-Graduate with at least 3 years’ Sales Experience in FMCG
  • Computer literate and ability to work under pressure and respond to tight deadlines
  • Demonstrate a successful track record in terms of market share capture, market penetration, brand building, customer service and satisfaction, and volume growth.
  • Ideally able to demonstrate successes in leading, building and developing a team.
  • Team player
  • Strong communication, problem solving and negotiation skills.
  • Valid driving license with at least 2 years driving experience


  • Joined Up business plan with key accounts to deliver on called out KPIs
  • Monitor an track performance progress and hold monthly performance review sessions with key accounts
  • Set clear performance management metrics for each Merchandises within the shops and ensure they are achieved in line with the JUBP
  • Leading the Business growth agenda at the outlet level in line with set targets
  • Ensure partners deliver to the contractual terms of GGBL

APPLICATIONAll applications to be made through the website: www.Diageo-Careers.Com. Candidates should please load in their CV and covering letters.Female applications are highly recommended!

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Questions Typiques
“What are your salary requirements?” “What employers are really asking is, ‘Do you have realistic expectations when it comes to salary? Are we on the same page or are you going to want way more than we can give? Are you flexible on this point or is your expectation set in stone?’” Sutton Fell says. Try to avoid answering this question in the first interview because you may shortchange yourself by doing so, Teach says. Tell the hiring manager that if you are seriously being considered, you could give them a salary range–but if possible, let them make the first offer. Study websites like and to get an idea of what the position should pay. “Don’t necessarily accept their first offer,” he adds. “There may be room to negotiate.” When it is time to give a number, be sure to take your experience and education levels into consideration, Sutton Fell says. “Also, your geographic region, since salary varies by location.” Speak in ranges when giving figures, and mention that you are flexible in this area and that you’re open to benefits, as well. “Be brief and to the point, and be comfortable with the silence that may come after.”
Questions à poser
What is the single largest problem facing your staff and would I be in a position to help you solve this problem? This question not only shows that you are immediately thinking about how you can help the team, it also encourages the interviewer to envision you working at the position.