- Effectively evaluate, coach, and develop Route Sales Representatives (RSRs) in your territory
- Reports directly to a Service Manager or where a Sr.
- Create a pervasive sales culture that fosters team selling via Together-In
- Growth (TIG) and Shared Lead programs
- Assist in the new account installations as directed by Service Manager and/or General Manager
- Manages day to day activities of customer service program(s) for the territory
- Visit all required customers each quarter to review growth and service opportunities
- Ensure RSRs respond to and resolve all service requests timely
- Sets clear expectations for customer service and leads by example
- Proactively follow up on accounts in jeopardy and resolve service concerns expeditiously
- Negotiate and secure renewal agreements with existing customers that protect pricing and profitability
- Recruit, select and hire Route Sales employees
- Completes in person meetings with each RSR once per week to review trends, performance, coach and identify opportunities for improvement.
- Delivers and participates in training to ensure customer retention and service goals are met
- Daily contact (via remote means) with RSRs to address any pending items/situations to ensure timely resolution.
- Attend meetings and complete necessary administrative work to improve customer satisfaction
- Coordinate collections for accounts receivable
- Protect and manage merchandise control processes
- Promote and sustain a safety culture
- Investigates and reports on all accidents or incidents, within 24 hours of notification
- Demonstrated ability to successfully interface with a variety of organizational functions to get the job done.
- Strong interpersonal, analytical, communication, and customer service skills.
- Considerable negotiation skills.
- Computer proficiency, including working knowledge of MS Office software.
- Exposure to sales function preferred.
- Considerable skills in management, human relations, and communication.
- Majority of time will be driving your own vehicle or company step van to call on customers and supervise employees in the assigned service territory.
- 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.
- High school diploma or equivalent; Bachelor's degree in related field preferred or equivalent experience.
- Two years of service and route based industry experience, with proven track record for growing customer accounts
- Previous profit and loss accountability and/or contract managed service experience preferred
- Significant customer interface and service experience
- Production planning, maintenance, or warehouse operations experience preferred.
- Driver's license
- Automobile insurance on personal vehicle
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Territory Manager - Canton, United States - VESTIS
Description
Description
Overview:
The Territory Manager has responsibility of an assigned service territory with direct supervision of route representatives.
Responsible for Territory service 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, Aramark direct sales, customer satisfaction, route sales and credits.
Responsibilities/Essential Functions:
Knowledge/Skills/Abilities:
Working Environment/Safety Requirements:
Experience/Qualifications:
License Requirements/Certifications:
Open to relocation for advancement opportunities.
Canton, NC
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)
