Regional Sales Manager - Houston, United States - Bray International, Inc

Bray International, Inc

Verified Company

Houston, United States

1 week ago

Posted by:

Mark Lane

beBee recruiter

Description

The Regional Sales Manager is responsible for forecasting sales for upcoming year, managing sales Representatives and Distributors along with promoting all products, programs, and policies.

Essential Job Functions and Responsibilities

_ SCHEDULING_
Must schedule his/her own time in the field and average approximately 50i % in the field.

_ SALES_
Establish sales forecast on an annual basis for the upcoming year for each rep and distributor.

Promote seminars with key customers on a regular basis and encourage plant tours in Houston for key customers, especially those with upcoming projects.

Discuss strategies to penetrate new and existing markets with Representatives and Distributor owners. RSM should monitor Distributor's inventory when visiting the territory to make sure it is adequate to supply the market.

The RSM must act as a clearing house for all sales leads received from other Distributors, other RSM's, and Amresist management.

Must coordinate all leads and follow-up on each item with the appropriate parties. The RSM can make on-the-spot pricing decisions within factory guidelines when required to close an order. The RSM will use his/her best judgment to determine pricing. In all cases, an RSM must notify Houston, in writing, of any pricing decisions made in the field.

Since the RSM is not always equipped with information required to make decisions on factory lead times, custom designed products, or pricing on non-standard products, they should recommend to our Representatives and Distributors that they deal directly with the factory on these issues.

RSM's should be involved with the revision of blanket quote pricing and project pricing when they have firsthand knowledge of the account and information on what is required to capture an account.

_ PLANNING_
RSM should coordinate with the owner/manager of the Distributor to set up calls on selected accounts in advance. Become active in scheduling the calls if necessary. Select only customers with the greatest potential.

_ REPORTING_

A list of items, by you and your Distributor, that require follow-up after a trip should be noted in the CRM D365 and sent in writing to your Distributor immediately after your trip.

Each month you should submit a summary of the Top 5 wins, loses and monthly focused targets for closure, for submittal to senior management by the VP of Sales for the Monthly Report.

Submit, as necessary, information concerning any account, Representative or Distributor that is of immediate and significant importance.

_ TRAINING_

Hold training seminars with Representatives and Distributors, when necessary, to review the product line, update them on new products, and instruct them to improve their product knowledge and presentation skills on the Amresist product line as related to their marketplace.

_ ADMINISTRATIVE_

Together with the VP of Sales, RSM's must decide if a Distributor should be canceled and/or a new Distributor added to a territory and should be responsible for finding qualified representation in a territory.

RSM's should evaluate Distributor's performance and notify upper management in a confidential manner of any concerns or problems they may have about the effectiveness of their Representatives or Distributors regarding the sale of Amresist products.

Qualifications and Core Competencies (Knowledge, Skills & Abilities)

4 Year Degreed
Minimum 5 years sales or sales management experience in related industry,.
Requires average computer skills with knowledge of Microsoft Office and Outlook.
Extensive utilization of D365, our CRM
Valid Driver's License and clear driving record

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)