Red Wing Shoe Company is based in Red Wing, Minnesota, just 40 minutes from St. Paul, where our corporate office sits along the Mississippi River in downtown Red Wing.  We are a global company with 2300 employees around the world, but we maintain a close-knit team atmosphere that comes with being a privately held company. We’re rich in history and tradition, but innovation drives us to deliver best-in-class product solutions and highly rated customer experiences.  Our focus on our people and culture results in meaningful employee engagement across the organization. Our Guiding Principles of Living our Values, Honoring our Brands, Inspiring Our People, Centering on the Customer, and Preserving the Long Term Success and Legacy of Our Company are the foundation on which we build our future.

The Key Accounts Manager, Women’s Heritage is responsible for managing key accounts for the Women’s Heritage collection, including account retention and expansion, account administration, and customer relationship management. The role is responsible for actively seeking and establishing new key accounts, aligning sales and distribution efforts with division and company strategies and goals. In addition, this role is responsible for providing consultation and guidance to other sales team members regarding prospecting for and closing on new Women’s Heritage business and expanding existing accounts throughout North America.

Qualified Candidates will have a Bachelor’s degree in business or a related field and a minimum of 5 years related experience/training; or equivalent combination of education and experience.  Candidates should have demonstrated experience developing sales strategies and plans, implementing them through specific tactical activities. Direct experience with footwear preferred. Experience with the Heritage product line a plus.

The right candidate will be results oriented and performance driven to achieve organization, region, and individual goals; Customer focused with proven skills prospecting, developing opportunities, closing new business, and growing existing accounts; Have an analytical mindset for solving problems, forecasting, budgeting, expense management, profitability and loss, consumer selling, and territory analysis; Strong collaboration and relationship management skills, including the ability to effectively work with and communicate with multi-functional groups both within and outside the company to drive strategic objectives; Effective communication skills including presentation, written, and verbal, with the ability to effectively interact with a wide range of audiences; Tactical execution skills including managing competing priorities effectively, organization and time management; Excellent computer skills, including Microsoft Office Suite proficiency.

This job requires frequent travel, including significant overnight travel, making scheduled face-to-face calls, cold calls, and attending meetings and shows.

We look for team members who have a professional and mature disposition, unquestioned integrity, moral character, and ethical values; one whom the organization can trust without reservation. The successful candidate will have attitudes and behaviors that promote management’s belief in the value of employees to the organization and uphold Red Wing’s core values of Respect, Integrity, Excellence and Community.

Red Wing Shoe Company will not be using recruitment agencies or firms to fill this position and we will not accept unsolicited resumes or candidate information. No agency calls please.

Red Wing Shoe Company, Inc. is a drug-free workplace.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.

Please view Equal Employment Opportunity Posters provided by OFCCP at https://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm.

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 60-1.35(c)