- Meet or exceed sales plan, consistently.
- Solicit orders, manage the current distribution and develop new points of distribution within the territory in order to profitably manage the growth of our brands consistent with our values and goals.
- Develop strong relationships with all internal and external customers through effective communication, proactive mindset, flexibility in problem solving, a sense of personal ownership and a passion for excellence in all aspects of your business.
- Proactively solves problems and presents solutions.
- Take initiative for self-improvement.
- Demonstrate organization in all aspects of the job.
- Consistently use an effective sales process (Planning, Listening, Closing).
- Assist in the development and implementation of marketing plans as needed.
- Bachelor's degree or two (2) to four (4) years of experience in an outside sale role or combination of education and experience.
- One (1) to three (3) years of outside sales experience to major retailers.
- Demonstrated track record of success in sales.
- Ability to work independently without direct supervision.
- Advanced level of experience in Microsoft Excel, Word, PowerPoint and Outlook.
- Demonstrated understanding of customer needs and market segmentation.
- Ability to travel 75% of the time and overnight.
- Ability to perform moderate physical labor when required, including the ability to lift 50 pounds.
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Territory Manager - Amana, United States - Rokky Brands
Description
Territory includes: Iowa, Nebraska and most Illinois
To perform the job successfully, an individual must be able to perform each essential duty satisfactorily.Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Duties and responsibilities include the following, other duties may be assigned:
$60,000 + based on experience.
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)
