🎁 Before you apply, rehearse this interview. Create your free WorkMundi account and get an Interview Training on HelpsYouSpeak — no cost, no card. I want my training →
Edgewell is a global team of over 6,000 visionaries, doers and makers. Our secret is people, and we have an inspiring and collaborative global force of them. Our portfolio of over 25 brands touches lives in more than 50 countries by making useful things joyful. Together, we reimagine good mornings and endless summers, strive for more sustainable ways to beautify and bond, and do it all with not only confidence but determination. Position Summary The Channel Manager Walmart is responsible for the strategic management and holistic development of the Walmart Sales plan, establishing a high-level partnership by aligning Edgewell’s goals with customer expectations through strategic, analytical, and creative thinking. This role is accountable for the P&L of the entire Walmart ecosystem, aiming to potentiate sales across all categories and brands while driving continuous, sustainable growth with a business owner mindset. Finally, the Channel Manager ensures expert governance over the trade investment (Deflator) 1. Assign Walmart strategy 2. Management and development sales strategies. 3. Sales Plans (ABP & JBP) 4. Coordinating and offering direction and guidance to workgroups. Accountabilities Strategic Customer Leadership · Define and execute the long-term customer strategy, including setting ambitious growth goals and determining the scope of participation for new and existing categories. · Fortify participation features and maximize the potential of all categories within the Walmart formats (Supercenter, Bodega, Sam's, and eCommerce). · Lead the Joint Business Plan (JBP) and Annual Business Plan (ABP) process, ensuring alignment with Trade Marketing and global corporate objectives. Financial Management & Analysis · Responsible for the correct management of the Tactical Deflator and overall Trade Spend. · Analyze key performance indicators (KPIs) to drive continuous improvement plans specifically tailored for Walmart. · Evaluate pricing performance and develop strategic improvement proposals to guarantee market competitiveness. · Oversee the "Order to Cash" process and manage rebates conditioned to KPIs. Execution & Governance · Validate sales proposals made by Key Account Managers (KAMs) and Key Account Executives (KAEs) to ensure they meet profitability standards. · Conduct high-level performance reviews on a daily, weekly, or monthly basis to monitor progress against the annual sales plan. · Ensure full compliance with promotional price programs and product portfolio updates. · Validate sales proposals made by KAM/KAE · Sales Target Achievement: Full ownership of the accomplishment of the client’s annual sales plan goals, including Net Sales and Volume growth. · Trade Investment ROI: Strategic management and optimization of the commercial investment (Trade Spend) to ensure profitable growth. · Supply Chain Excellence: Leading inventory optimization initiatives to ensure product availability while minimizing overstock. · Weighted Distribution: Expanding and maintaining the distribution footprint across all Walmart formats and digital platforms. · Inventory Health: Monitoring and managing Portfolio Days to maintain a lean and efficient supply chain. · Operational Efficiency: Implementing strategies to minimize product returns and manage the impact of unsellables. · Financial Health: Oversight of the portfolio in arrears to ensure healthy cash flow and minimize financial risk Required Abilities 1. Adaptation: Has aperture for changes, and adapts behavior according to the new requirements. 1.1 Change understanding and behavior modification: Understand change and take advantage of it, adjusting team’s priorities to adequate to the new circumstances. 1.2 Setback recovery: Anticipate problems and take the appropriate actions to minimize impact on the team. 2. Collaboration: Teamwork to achievement of goals and results. 2.1 Associate to deliver results: Creates opportunities for others to be heard, eliminates barriers to collaborate and achieve a positive impact and the expected results. 2.2 Build/maintain relations and promote cooperation: Introduce people to the team to and motivate them to expand their relations for the benefit of the organization. 3. Creating and Innovating: Facilitate the development of new ideas, methods, products or solutions. 3.1 Facilitation of creativity in others: Seize own experience to motivate others to see opportunities from different perspectives. 3.2 Searching of opportunities and generating new ideas: Shares with the team, knowledge and implication related to an implementation of new ideas or solutions. 4. Focused on customers: Understand and anticipate to client’s needs and take actions to provide product or services of high quality. 4.1 Anticipated identification of client’s needs: Share own client’s knowledge and prove others how to use ideas to satisfy actual and future needs. 4.2 Customer / Service Support: Focused on client and encourage other to consider client’s perspective in decision making process. 5. Making decisions: Select a course of action from different alternatives to reduce risks and uncertainty and to create optimal results. 5.1 Decision making: Make decision opportunely and under stress, considering risks and benefits and impact on the organization. 5.2 Problem evaluations and solutions development: Shows different approaches to organize information and evaluate alternatives. People Management Competencies 1. Developing People and Building Teams: Developing of coworkers and creation of high performance teams 1.1 Talent and Team Development: Identifies strengths and opportunities in each member of the team. Builds teams with balanced skills. 1.2 Team Motivation: Boosts a common purpose and respect between members of the team to conduct them to achieve their goals. 1.3. Performance Management (Delivering): Monitors and manages behavior and performance of the team, tackling performance problems effectively; assumes responsibility for the team’s performance. For more Information About This Joyful Company, Visit www.edgewell.com #INT Edgewell is an equal opportunity employer. We do all we can to create a collaborative and diverse global team, where good ideas can thrive, and our colleagues can learn and lead. We prohibit discrimination based on age, color, disability, marital or parental status, national origin, race, religion, sex, sexual orientation, gender identity, veteran status or any legally protected status in accordance with applicable federal, state and local laws. We listen deeply and speak directly to create an environment that’s open to difference. We aim to bring joy to not only the products we create and the people we serve, but our colleagues across the globe too.
Most are in India and the US. Here's how to pick the right one for you.
74.689Jobs
17.483IN
79%EN
WorkMundi's database shows 74,689 open sales positions globally. India leads with 17,483 jobs, followed by the US with 13,876. If you're open to geography, you have real options — but the sheer number means you need a filter. Don't apply to everything. Pick a country, a company size, and a sales model that matches what you actually want to do.
Almost 8 in 10 of these ads have their text written in English. That's useful for reading the job description and understanding what you're signing up for. But it tells you nothing about whether the role requires you to speak English with customers, partners, or your team. Ask the hiring manager directly during your first conversation.
The employers posting the most are boxlunch, SIMPLE RECRUIT, FlexBoard, and tmobile. If you see their name on a listing, you know they're actively hiring. That can work in your favor — high-volume recruiters often move faster. But volume also means competition. Your application needs to stand out.
Sales interviews almost always include a version of this: 'Tell me about a time you lost a deal. What did you learn?' Prepare a real story where you take ownership of what went wrong and what you'd do differently. Hiring managers want to see you learn, not just win.