Wuliangye Sales Company Executives Reshuffled: Wang Yuanpei Promoted to Chairman, 29-Degree New Product
Wang Yuanpei has been promoted to chairman and general manager of Wuliangye Sales Company, according to national enterprise credit information. The company's 29-degree new product exceeded 300 million yuan in first-year sales, with women accounting for 40% of buyers. Other executive changes include new vice general managers and board adjustments.
National enterprise credit information system data shows that Wang Yuanpei, formerly vice general manager, has been promoted to chairman and general manager of the company. Born in November 1987, Wang started work in June 2010 and held positions including East China marketing center city manager, Shanghai provincial deputy manager, Anhui provincial manager, Shandong provincial manager, and Jiangsu marketing war zone general manager. Since December 2024, he has served as vice general manager of Wuliangye Yibin Co. , Ltd.
In this adjustment, Qiu Jiangtao and Liao Songxin were appointed as new vice general managers, while Li Xiaobo concurrently became director and vice general manager. Former chairman Jiang Jia and former general manager Chen Chong transferred to director roles, Hou Junyi was added as a director, and Zhong Daoyuan exited the board. Wang Yuanpei thus became the head holding both chairman and general manager positions at Wuliangye Sales Company.
Since 2025, Wuliangye has advanced a product youth-oriented strategy. The company launched new products such as 29-degree Wuliangye·Yijian Qingxin, which exceeded 300 million yuan in first-year sales, with women accounting for 40% of buyers. In offline channels, Wuliangye opened a "Wuliang·Zhizao" experience store, established a "Jiemeisong" alcohol-drink fusion bar targeting young consumers in Shanghai, and launched alcohol-tourism fusion experience stores in Chengdu's Kuanzhai Alley and Wuxi's Nanchang Street.
In June 2026, Wuliangye chairman Deng Min explained the talent cultivation mechanism at the annual shareholders' meeting, proposing to build a long-term growth platform, improve talent training, promotion incentives, and skill enhancement mechanisms, while optimizing performance assessment and cross-departmental collaboration, implementing last-place elimination and non-competence exit mechanisms to accelerate professional talent echelon construction.
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