Sales Role & Responsibility & Competency Framework Design

Define and Document Sales Roles: Clearly outline responsibilities, reporting lines, and success metrics for each sales role, ensuring alignment with business strategy and global standards.
Develop Competency Frameworks: Create role-specific competency models with defined proficiency levels and behavioral indicators, tailored to both current and future capability needs.
Validate with Stakeholders: Engage commercial leaders to validate role design & Competency frameworks

Capability Assessment framework & Development Planning

Design Role-Specific Assessment Tools: Develop structured assessment tools (e.g., self-assessments, manager evaluations, simulations, case study) tailored to each sales role’s competencies, ensuring they measure both knowledge, skill and behavior effectively.
Conduct Training Needs Analysis (TNA) & Build Development Plans: Analyze assessment results and business priorities to identify GAPs, then translate findings into a full-year capability development plan-including onboarding, functional training, and Sales University programs.
Integrate Capability Plans into People development process: Align development plans with performance management, succession planning, and commercial KPIs to ensure capability building is embedded in day-to-day operations and long-term growth strategies

Training Design & Delivery TTT

Design Training Modules base TNA: Create structured, competency-aligned training content tailored to each sales role via multiple learning platform (offline, online, case study, e-learning…)
Deliver Train-the-Trainer (TTT): Facilitate TTT sessions to scale up training activities, ensuring consistent delivery standards and knowledge transfer fully to Market Execution.
Follow Up on Training Execution & Impact: Coordinate with Market Execution teams to gather feedback, monitor training execution, and track KPIs to assess training effectiveness and identify areas for improvement

Implementation Plan & Capability Measurement

Develop Implementation plan: Create structured rollout plans for capability initiatives (roles, competencies, assessments, training, induction, HSU), including timelines, milestones, budget, manpower and stakeholder responsibilities.
Coordinate Market Execution: Work closely with Market Execution teams to ensure timely and consistent implementation of capability development programs, providing guidance and support as needed.
Define KPIs & Measurement approach: Define clear KPIs and Excellence Omnichannel Execution approach to evaluate the effectiveness of capability initiatives (e.g., training impact, competency improvement), and provide frameworks for Market Execution teams to track, measure, and report progress

Stakeholder Engagement

Actively get alignment: Align with commercial leaders and cross-functional teams to ensure successful adoption and execution of capability strategies

JOB Requirements

Bachelor’s degree in business, operation management, behaviour change, HR, or a related field
A minimum of 3-5 years’ experience in commercial role in FMCG
A minimum of 3 years in managing Sales Capability, Sales Training in FMCG, Beer industry is a plus
Experience in sales or commercial roles. Operative or leading commercial teams and/or initiatives as a plus
Language Requirements: Vietnamese, Intermediate English
Additional skills requirements Understanding of leading change theory to effectively carry out any change in a company.
Proficiency in communicating technical information to non-technical staff, non-sales to sales language
Good analytical and problem-solving skills to solve complex issues.
Potential to work independently as well as with others.
Proficiency interacting with stakeholders at various levels.
Efficient leadership competencies
Office tools (excel, ppt…)

Job challenges

Typical problems:

Most complex problems: