Head of Channel Development (Enterprise Business)

Maxis; Kuala Lumpur; On-site; MYR 120,000 - 180,000; Full time

Job summary

Maxis is seeking a strategic Channel leader to design and refine our end-to-end B2B channel partner framework, covering recruitment, onboarding, training, governance and incentives. You will define segmentation, set targets, and collaborate with sales, marketing and legal to craft robust partner agreements.

You will drive recruitment strategies, vetting, negotiations, and the onboarding journey, ensuring swift activation and ongoing enablement.

Qualifications

• Design and refine end-to-end B2B channel partner framework.
• Define partner segmentation and tiering models.
• Set annual and multi-year channel targets with leadership.
• Develop channel partner policy and agreements in coordination with Legal.
• Build a partner recruitment strategy and pipeline.
• Establish due diligence and vetting processes.
• Lead negotiations of partner agreements and terms.
• Oversee onboarding journeys and enablement for partners.
• Govern training, certification, and incentive design.
• Manage ongoing partner support and governance.

Responsibilities

• Design and refine the end-to-end B2B channel partner framework.
• Define channel partner segmentation and tiering model with differentiated value propositions.
• Set annual and multi-year channel targets in collaboration with B2B sales, marketing and finance leadership.
• Develop the channel partner policy, partner agreement templates and code of conduct in coordination with Legal and Compliance.
• Build a partner recruitment strategy and pipeline, identifying target profiles and geography.
• Lead negotiations and execution of partner agreements and commercial terms.
• Own the recruitment funnel and conversion metrics; improve sourcing channels.
• Design onboarding journeys covering product introduction, systems access and milestones.
• Develop and govern structured training curriculum including product knowledge and tools.
• Establish certification levels that link capability to incentives.

Skills

Channel strategy

Partner recruitment

Onboarding & enablement

Training & capability development

Incentive design

Governance & performance management

Job description

Are you ready to get ahead in your career?

• We want to empower you to turn your ambitions into achievements.


• We thrive in inclusiveness, diversity and embrace close collaborations for you to create impact for yourself and others.


• Together, we aim to bring the best of technology to help people, businesses and the nation to be ahead in a changing world.


• To realise our vision to become Malaysia’s leading converged solutions company, we are looking for a new talent to innovate and grow with us in a culture that values commitment, performance and possibilities.

Why does this job exist and why is it critical?

1. Channel Strategy & Framework Development

• Design and continuously refine the end-to-end B2B channel partner framework covering recruitment, onboarding, training, incentives, governance and support, aligned to overall B2B growth strategy.




• Define channel partner segmentation and tiering model with differentiated value propositions (where applicable).




• Set annual and multi-year channel targets (revenue, partner count, product mix) in collaboration with B2B sales, marketing and finance leadership.




• Develop the channel partner policy, partner agreement templates and code of conduct in coordination with Legal and Compliance.

2. Partner Recruitment & Selection

• Build a partner recruitment strategy and pipeline, identifying and prioritising target partner profiles (ICT resellers, telco dealers, systems integrators, consultants, referral partners) by geography and industry vertical.




• Establish clear partner selection criteria, due diligence and vetting processes, including financial standing, technical capability, market coverage and reputation checks.




• Lead negotiation and execution of partner agreements, commercial terms and service-level commitments.




• Own the recruitment funnel and conversion metrics, continuously improving sourcing channels and qualification speed.

3. Onboarding & Enablement

• Design a structured onboarding journey covering company/product introduction, systems access, sales tools, compliance requirements and first-90-days milestones.




• Ensure new partners are equipped with sales collateral, pricing tools, CRM/portal access and escalation contacts before go-live.




• Assign onboarding owners/relationship managers to each new partner and track time-to-first-sale as a key onboarding metric.




• Continuously streamline onboarding processes to reduce partner activation time and early-stage drop-off.

4. Training & Capability Development

• Develop and govern a structured training curriculum covering product knowledge (connectivity and ICT solutions), solution selling, competitive positioning, systems/tools and compliance.




• Establish partner certification levels/tracks that link capability to incentive eligibility and tier progression.




• Work with Product, Marketing and L&D teams to keep training content current with new product launches and market developments.




• Deploy a mix of training formats — in-person workshops, e-learning, webinars, certification exams — supported by a learning management system or partner portal.

5. Incentive & Compensation Design

• Design competitive and profitable partner incentive structures, including base commissions, volume/target-based rebates, spiffs, market development funds (MDF) and non-cash rewards.




• Benchmark incentive schemes against competitors and industry practice to ensure the programme attracts and retains high-performing partners.




• Partner with Finance to model incentive cost-to-revenue ratios and ensure schemes remain commercially sustainable.




• Run periodic incentive campaigns/contests to drive focused product pushes or market expansion.

6. Ongoing Partner Support & Relationship Management

• Establish a partner support model (dedicated channel account managers, partner helpdesk, escalation matrix) to ensure timely resolution of sales, technical and billing issues.




• Conduct regular business reviews (monthly/quarterly) with key partners to track performance, address issues and identify growth opportunities.




• Maintain and enhance the partner portal/self-service tools for order management, pricing, training and marketing resources.




• Act as escalation point for critical partner relationship issues and represent the channel function in cross-functional forums.

7. Performance Management & Governance

• Establish partner performance scorecards and conduct regular reviews against targets, with clear consequences for under-performance and rewards for over-performance.




• Monitor channel health metrics — partner activation, productivity, retention/attrition, satisfaction (partner NPS) — and take corrective action where needed.




• Ensure partner compliance with regulatory, data protection and company policy requirements, including Malaysian Communications and Multimedia Commission (MCMC) and relevant telco regulations.




• Own channel governance forums (e.g. partner advisory council) to gather feedback and co-create programme improvements.

8. Cross-Functional Collaboration

• Partner closely with B2B Sales, Product, Marketing, Pricing, Legal, Finance and Customer Service to ensure the channel framework is embedded across the organisation.




• Align channel go‑to‑market plans with direct sales to manage channel conflict and ensure coverage optimisation.




• Collaborate with Marketing on co‑branded partner marketing, lead generation and market development fund utilisation.

9. Budget & Commercial Ownership

• Own the channel development budget, including recruitment, training, incentive and support programme costs.




• Report channel performance, ROI and forecasts to senior leadership on a regular cadence.




• Identify and business‑case new channel investments (technology platforms, incentive scheme redesigns, new partner segments).

Maxis values diverse voices & people. We hire and reward our employees based on capability & performance — regardless of ethnicity, gender, age, education, religion, nationality or physical ability.