Channel Effectiveness Executive BELU > Joboolo BE :
Société : Philip Morris International Lieu : Site source : Talent BE
As a ChannelEffectivenessExecutive reporting to the Commercial Planning Manager BELU, you will work to support the development and execution of the market's national strategic and tactic initiatives for the multicategory portfolio and across all channels.
Your challenge is to collaborate with the different internal stakeholders to ensure data-driven insights and give support in providing recommendations on short term and long-term actions plan.
Next to this you will be part of a of a great team and an exciting journey towards a Smoke Free Future.Are you the person we are looking for? If so, then please continue reading.Responsibilities of the role:
?Based on data, identify weekly and monthly status and focus areas, help on defining action plans to increase performance?Drill data and build insights for Country BELU team (KAM & Sales Force) to better address needs and fill-in gaps?Update and optimize current reports?Coordinate new reports requests in Power BI while being in close contact with Business Intelligence and Country BELU team?Understand the Sales Forces’ current and upcoming Sales Periods planning to monitor and measure performed and planned activities as well as channeleffectiveness?Generate relevant information for the Country BELU team (volume, SoM, sales trends, etc.)?Understanding needs to facilitate stakeholders’ decision making You’ll be our ideal candidate if you have:
?Strong priority setting & agility skills ?Natural communication & analytics skills?A data analytics and critical mindset?Advanced reporting skills using Excel, Power BI knowledge ?A good understanding of English, Dutch and/or FrenchHow does this sound? If you are interested, you can upload your CV and motivation letter through the ‘apply now’ button.
What will the selection process look like?Talent Acquisition (TA) will perform an initial screening to assess whether candidates match with the defined vacancy requirements.
If this is the case, the candidate will be invited for 2 competency-based (virtual) interviews.In parallel, you will be asked to complete 2 online assessment tests*.
At the end of the process, each candidate will receive the assessment results, as well as actionable feedback for their further development.Assessment TestsThe tests are integrated in the selection process to increase objectivity of the final decision making.
The assessment tests are composed out of a personality test, and a cognitive ability test.
The results will not be saved in the employee’s file and will only be used in the context of the vacancy for which the employee is applying.
Results are therefore not used for purposes of performance evaluation.
Candidates who took the tests in the past 12 months should not make tests again.?Occupational Personality Questionnaire Test (OPQ) leadership-energy based.
Report links under three broad headings•Relationships with People•Thinking Style•Feelings and Emotions ?Cognitive Ability Test Report links under three headings•Deductive reasoning (measuring the ability drawing logical conclusions)•Inductive reasoning (measuring conceptual and analytical thinking)•Numerical reasoning (measuring capacity to understand numerical data and interpret mathematical information correctly) PhilipMorrisInternational
