Jun 182017

External Job TitleDivisional Sales Manager

AutoReqId 56938BR

Function Sales

Type of Job Employee

Country Ghana

Town/City Kumasi

External Job Description



Job Title : Divisional Sales Manager(Kaasi)

Department :Commercial

Reporting to : CommercialDirector

Category : L4

No of positions : 1

Contract: Permanent


Guinness 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.


To lead, motivate & develop a team of sales professionals in order to deliver stretch brand & portfolio targets & build profitable sales


  • Graduate caliber with at least 7-10years experience of marketing / commercial / Sales environments
  • A proven track record in marketing / commercial / sales functions
  • At least 3 years within a retail / FMCG business with an experience in a Leadership position
  • Strong People management experience
  • Computer literate (Microsoft office, Automation selling…)
  • Able to identify and articulate customer/market/ competitor information to report on & input to future Trade Strategy.
  • Prioritizes and targets brand and commercial activities using clear segmentation
  • Engages with senior contacts to gain long term support to our mutual benefit.
  • Is highly skilled in fostering commitment and resolving conflict. Is able to handle tough situations through advanced negotiation skills and effective, collaborative cross- functional team working.


  • Ensure excellent execution of all national & state initiatives
  • Identify opportunities for growth & executing with scale & pace
  • Grow core brand volumes at agreed targets
  • Participate in cross functional insight development & commercial workshops, contributing expert customer & consumer knowledge in order to develop commercial plans & sales activities.
  • Recruit, retain & motivate talent within team
  • Invests 80% of time providing coaching
  • Build a high performing climate by creating the right environment
  • Deliver capability training modules

Achieve targets for all customer & consumer drivers

  • Manage outlet typing & defines coverage strategy
  • Ensure team works to the Diageo Standards, & effective journey planning
  • Sets & monitor sales driver & activity targets against agreed initiatives
  • Executional excellence of trading term agreements
  • Build compelling sales stories
  • Challenge Trade Activation team &other business partners to ensure we have the resources necessary to win
  • Ensures that the market has a defined contact and coverage strategy as well as account classification (outlets are graded A,B,C,D,E and each grade of outlet has a frequency)
  • Sets the sales rep capacity guidelines for each sales cycle
  • Develops a strategy that establishes guidelines for a ceiling on the percentage of call time spent collecting data which drives focus on key priorities, especially customer facing time
  • Embeds relevant KPIs within Sales Incentives to drive great performance


All applications to be made through the website: www.Diageo-Careers.Com . Candidates should please load in their CV and covering letters.


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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.