Jobs

    Territory Manager - La Puente, United States - Pape Material Handling Inc

    Pape Material Handling Inc
    Pape Material Handling Inc La Puente, United States

    3 weeks ago

    Pape' Material Handling, Inc. background
    Sales
    Description

    PAPE' MATERIAL HANDLING, INC. – LOS ANGELES COUNTY, CA

    TERRITORY MANAGER – INDUSTRIAL CART SPECIALIST:

    Do you love to compete? Are you driven to win? Do you like creating your own success and results? If you answered yes to these questions, we want to hear from you Pape' Material Handling, the premier capital equipment dealer in the West, is looking for a Territory Manager to join their sales team and serve Los Angeles County, CA.

    At Pape', you can count on us to invest heavily in your career through training, resources, and support. We want to see you grow your skill set and experience, and in turn, provide excellent compensation, work-life balance, and benefits for you and your family. Come join our team

    WHAT YOU'LL DO:

    As our Territory Manager, you will be in a lucrative sales career where your earning potential and success are unlimited Your primary focus will be specializing and selling industrial carts, finding ways these products provide efficiency and profit for our customer's business, and building market share in your assigned territory. Picture yourself driving in a Pape' sales vehicle, working your defined territory, creating relationships with new and current customers, making sales, and watching your career flourish

    WHAT YOU NEED:

    • 1 or more years of previous sales experience.
    • Knowledge of material handling equipment.
    • Financing background preferred.
    • Excellent customer relations and communication skills.
    • Strong computer skills, including experience with Microsoft Office suite (Word, Excel, PowerPoint & Outlook).
    • Driver's license with a good driving record.
    • Bilingual in Spanish a plus.
    Compensation: Commission - Only
    Why work for Pape':
    • Competitive pay based on your skills, training, and experience level.
    • Outstanding benefits including – 401(k) & Roth 401(k) Retirement Plans with Company Match; Medical, Dental, Vision and Prescription Insurance; Flexible Spending Accounts (Flex Plans); Life Insurance; Short- and Long-Term Disability Insurance; Employee Assistance Program; Online and Instructor-Led Training; Tuition Reimbursement for Training Programs.
    • Progressive Vacation Plans, Sick Leave & Paid Holidays – Members receive 80 hours of vacation (First year is prorated for new hires based on start date), 40 hours of Sick Leave, and 7 paid holidays each year. Papé vacation plans also have tiers based on your seniority, so as your seniority grows, your vacation time off does as well.
    • Advancement– Pape' is a dynamic, growth-oriented organization with a focus on promoting from within.
    • Stability and reputation — Pape' is a family-owned, fourth-generation company with over 160 locations, over 4,500 members and 85 plus years of experience. Pape' is known for their stability, honesty and integrity.
    • Equipment– We have the largest equipment inventory in the West and an unparalleled parts inventory
    • Employee impact– Enjoy an open-door policy where your voice will be heard and your opinions will matter.
    • Training– You will be provided with training and mentoring to prepare you for your role and continued learning to grow your skills.
    The Pape' Group maintains a drug-free workplace and as such, requires candidates to successfully pass a pre-employment drug test.Licenses & CertificationsRequired
    • Driver License

    Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

    The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR c)

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