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Territory Manager - Tacoma, United States - Aramark Uniform Services
Description
OVERVIEW:
The Territory Manager has responsibility of an assigned service territory with direct supervision of route representatives.
Responsible for Territory service safety and results, including but not limited to, customer retention, growth of the business, loss and ruin, piece budget, employee retention, accounts receivable (AR) collection, customer renewals, Vestis direct sales, customer satisfaction, route sales and credits.
Responsibilities/Essential Functions:
Promote and sustain a safety cultureEffectively evaluate, coach, and develop Route Sales Representatives (RSRs) in your territory Reports directly to a Service Manager or where a Sr.
If neither are present, will report to the General ManagerCreate a pervasive sales culture that fosters team selling via Together-In
Demonstrated ability to successfully interface with a variety of organizational functions to get the job doneStrong interpersonal, analytical, communication, and customer service skillsConsiderable negotiation skillsComputer proficiency, including working knowledge of MS Office softwareExposure to sales function preferredConsiderable skills in management, human relations, and communication
Working Environment/Safety Requirements:
Majority of time will be driving your own vehicle or company step-van to call on customers and supervise employees in the assigned service territoryWill be exposed to weather conditions in the area (heat, wind, cold, rain, snow, etc.).Customer visitations may require walking, climbing stairs, pushing/pulling carts, exposure to weather conditions.
Must be able to frequently lift and maneuver up to 50 pounds and occasionally up to 100 pounds, as well as load/unload product from a truck without assistance.
Time will also be spent in a company office environment; with exposure at the loading dock, production and warehouse areas, exposure to vehicles for loading/unloading, and exposure to vehicle maintenance.
Commercial Vehicles OperationMust be physically qualified to drive a Commercial Motor Vehicle and carry a medical examiners certificate (where required) stating such qualifications as dictated by Company, Federal (Such as FMCSR or Provincial regulations in the country in which the job duties will take place.
Experience/Qualifications:
High school diploma or equivalentBachelor's degree in related field preferred or equivalent experienceTwo years of service and route-based industry experience, with proven track record for growing customer accountsPrevious profit and loss accountability and/or contract-managed service experience preferredSignificant customer interface and service experienceProduction planning, maintenance, or warehouse operations experience preferred.
Open to relocation for advancement opportunitiesLicense Requirements/Certifications:
Valid Driver's licenseAutomobile insurance on personal vehicleSuccessful completion of criminal background, motor vehicle record, and drug screen checks
Benefits:
Vestis offers a wide array of comprehensive benefit programs and services including medical, dental, vision, short and long term disability, basic life insurance, and paid parental leave.
Employees are able to enroll in the company's 401k plan. Employees are eligible for 80 hours of vacation, 40 hours of floating holidays, and paid sick time every year. Employees will also receive 6 paid holidays throughout the calendar year.Compensation:
The salary rate that Aramark reasonably expects to pay for this position ranges from $75,000 to $82,000, depending on circumstances including an applicant's skills and qualifications, certain degrees and certifications, prior job experience, market data, and other relevant factors.
Additional compensation may include a bonus or commission.#CB pepsi bottling frito lay coca colaEqual Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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)
