Like the idea of sales, but don't want to be an "order taker"?

Customer Business Development (CBD) is more than mere "selling" -- it's a P&G-specific approach which enables us to grow business by working as a "strategic partner" with our accounts, not just as a supplier. In CBD, you could help a national retailer strengthen its business, or help a smaller part of our business grow into a category leader.

Account Managers influence our customer's decisions in critical business areas by using conceptual selling techniques and data-based presentations. This involves developing product ranging, shelving, pricing and promotion strategies, based on research that gives us insight into what drives shopper purchase behavior. Account Managers design business plans which will deliver sales and market share objectives and help customers to develop programs which will build the business for them and for us.

Responsibilities:

• Develop excellent working relationships with small/large retail stores to achieve business objectives.
• Leverage on in-depth understanding of retailer dynamic, shopper/consumer knowledge, merchandising opportunities, retailer promotion/events opportunities.
• Develop and implement annual Joint Business Planning and business review with retailer/distributor.
• Implement product launch and promotions in store with speed and excellence.
• Manage a team of distributor salesperson i.e. day-to day operational supervision/training, issue resolution, leading monthly team meeting.

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• Claims management
• Accounts in receivership
• AR/AP customer payment
• Monthly country sales reporting
• Assist in deduction clearance

As a CBD intern with Procter & Gamble, you will get a 2 - 4 month snapshot of life and work in the Company. Account Managers influence our customer's decisions in critical business areas by using conceptual selling techniques and data-based presentations. This involves developing product ranging, shelving, pricing and promotion strategies, based on research that gives us insight into what drives shopper purchase behavior. Account Managers design business plans which will deliver sales and market share objectives and help customers to develop programs which will build the business for them and for us.

To learn more about this career path, click here.

• Lead investment decisions, including initiative assessment, category portfolio analysis. Marketing spending analysis for P&G Business units.
• Lead cost & investment analysis, related to manufacturing and logistics costs, cost forecasting and working on material sourcing and cost optimization projects.
• Profit forecasting, budgeting for our business units and lead financial and strategic planning for the company across all of our business operations.
• Participate in joint promotion planning with our trade customers to achieve win-win in store success.
• Opportunities in our Accounting, Credit control and Internal Control Divisions where Finance helps deliver Internal External Financial Information and leads the company effort on Statutory Compliance.
• Conduct competitive analysis to enable an objective and thorough investment decision.

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A Human Resources practitioner is responsible for building people and leadership capability, developing an adaptive and competitive organization and creating a productive environment to deliver increased business results and competitive advantage for the Company. To fulfil this responsibility, the HR Manager plays four roles: Business Partner, Change Agent, Employee Champion, and Administrative Expert.

As business partner, the HR practitioner works with business leaders to create business strategies, deploy them to the organization, and create the environment and systems needed to support their delivery. As change agent, the HR practitioner works with business units driving change and managing transformation as part of creating a culture needed to deliver our business strategies and ultimately competitive advantage. As administrative expert, the HR practitioner delivers fundamental work processes of HR to ensure people across the Company are not distracted, and operations are not disrupted by important issues related to plans, policies, or complex work associated with corporate programs. And finally, as champion of employees, the HR practitioner works to support, develop, enable, and empower people in P&G to create the environment for productivity and satisfaction.

A new practitioner in HR typically gets assignments in recruiting, enrolment planning, training, relocation, employee communication, and plans and benefits to develop his/her expertise in the different HR processes. As he/she gets more experience the scope and complexity of assignments gets bigger. In any assignment, however, the four HR roles described above, are expected to be played.

To learn more about this career path, click here.

As an HR intern with Procter & Gamble, you will get a 2 - 4 month snapshot of life and work in the Company. A Human Resources practitioner is responsible for building people and leadership capability, developing an adaptive and competitive organization and creating a productive environment to deliver increased business results and competitive advantage for the Company. To fulfil this responsibility, the HR Manager plays four roles: Business Partner, Change Agent, Employee Champion, and Administrative Expert.

As business partner, the HR practitioner works with business leaders to create business strategies, deploy them to the organization, and create the environment and systems needed to support their delivery. As change agent, the HR practitioner works with business units driving change and managing transformation as part of creating a culture needed to deliver our business strategies and ultimately competitive advantage. As administrative expert, the HR practitioner delivers fundamental work processes of HR to ensure people across the Company are not distracted, and operations are not disrupted by important issues related to plans, policies, or complex work associated with corporate programs. And finally, as champion of employees, the HR practitioner works to support, develop, enable, and empower people in P&G to create the environment for productivity and satisfaction.

A new practitioner in HR typically gets assignments in recruiting, enrolment planning, training, relocation, employee communication, and plans and benefits to develop his/her expertise in the different HR processes. As he/she gets more experience the scope and complexity of assignments gets bigger. In any assignment, however, the four HR roles described above, are expected to be played.

To learn more about this career path, click here.