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Within corporate relocations and international removals, a Country Manager needs to have specialist skills and knowledge relating to this sector.Ī Country Manager job would suit someone who enjoys a client facing role and the challenge of growing the business. A Country Manager job involves working to manage operations, develop business and increase profitability for a company in a specific region or country. They should make sure organisations and expectations are aligned on an ongoing basis and that appropriate escalation paths are available to resolve the conflicts built into so many of these models.Ībout the authors: This article was written by a team of consultants from Oleto Associates, a strategy consulting firm based in Denmark.A Country Manager works to represent a company in a foreign country. However, companies need to be more informed and deliberate about their choices, including the benefits and conflicts of each role. It was often used by pharma companies before they started the globalisation of their organisations.Įach of these country manager models is right in a particular setting: The right leader, the right time, the right strategic and organisational context. This model is often seen when a global firm enters a new country.
#Country general manager job description full
He/she takes all people decisions for the country organisation, in coordination with functional heads and there is full accountability for the financial results. In this model the country manager acts as the CEO of a country-based organisation. Probably the most used model for global firms with a substantial local presence, despite its inherent conflicts.įinally, the King of Country/Subsidiary Manager model. He is fully accountable for the country P&L. He/she is solely responsible for all people decisions in the country and takes people decisions in coordination with global heads. The model is common if the subsidiary’s main role is sales. He/she can take people decisions regarding personnel. The Country Sales Manager is solely responsible for the top-line in the country. The manager has full accountability for all personnel and facilities cost in the country, but not revenue responsibility. The manger is solely responsible for all people decisions regarding administration personnel and he/she can take people decisions in coordination with global heads.
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The Country Organisation Manager is the globally integrated managing director of the company in the country. The manager takes people decisions in coordination with global heads (but not responsible for their cost) and covers administration personnel and facilities cost only. The Country People Manager is solely responsible for all people decisions regarding administration personnel. The Ambassador & Administrator is responsible for decisions for administrative personnel and facilities cost only. Below we will outline six of those typical models. The key differentiators seem to be the country manager’s financial accountability and the people responsibility. In our work with international clients we have come across nine different models that are used (see exhibit 1). They were not hired to be just a “figurehead” for the company. The so-called industry verticals drove the sales and the horizontal delivery organisations handled the delivery. However, after just one year on the post the country manager left the position as they felt there was nothing to do in the global matrix organisation. After a few months of executive search, a top candidate was hand-picked from one of the large companies in the country, a substantial sign-on & exit bonus was agreed and after three months the country manager started in their new role. Or, the country manager has a desire to change their role to better fit with their ambition or skill set.įor example, a global service company wanted to enter Turkey and hired a high profile country manager to spearhead the local business. Alternatively, the country manager is already in place but the surrounding global organisation changes around him/her. Often, a company needs to enter a new country and put in place a CEO on the ground. Several events can trigger the country manager fire to ignite. So, it is really important to get this one right.
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A country manager who is perceived as performing poorly can inhibit performance in the entire country organisation, cause key talent to leave, or even worse, work directly against global business objectives in pursuit of his/her own aspirations.