Industrial Sales Manager, Rocky Mountains/Southwest
- Red Wing, MN, USA
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 family 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. Focus on our employees and company culture results in meaningful employee engagement across the organization. Our Guiding Behaviors of Living our Values, Honoring our Brands, Inspiring our People, Centering on our Customers, and Preserving the long term success and legacy of our Company are the foundation on which we build our future.
We are looking for an Industrial Sales Manager in our Rocky Mountain/Southwestern region of the US, which includes northwestern New Mexico, Arizona, Utah, eastern Nevada and southeastern Idaho. This role is a great opportunity for the right candidate to drive the growth of our industrial business in coordination with our industrial growth strategy, targeting large revenue, high complexity accounts.
The Industrial Sales Manager is responsible for developing and executing on business development strategies to profitably grow industrial business in their assigned region, utilizing Red Wing Shoe stores, mobile industrial stores and direct to industry programs.
The Industrial Sales Manager is responsible for prospecting, developing opportunities, closing new business, onboarding accounts, and growing existing accounts, ensuring customer satisfaction.
Qualified candidates must have a bachelor’s degree and a minimum of seven years of business to business sales experience, with responsibility cultivating mid to large revenue, highly complex accounts, preferably in the premium footwear business. Candidates must have proven success in consistently and effectively leveraging a solution-based sales process resulting in increased revenue and profitability, including prospecting, developing opportunities, closing new business, onboarding accounts, and growing existing accounts. They must also have experience effectively utilizing CRM software such as Salesforce.com to manage their sales pipeline to achieve sales goals and defined KPIs.
Candidates must be results driven to build new business; develop a strategy to convince others to see advantages and possibilities of a proposal; alert to customer needs, and focused on customer satisfaction; have the ability to build rapport and credibility; ability to understand customer’s business and see connections between their problems and the solutions we provide; ability and confidence to engage with high level players and articulate the value of solutions, demonstrating the advantage of our products and services in matching their needs. Candidates must also demonstrate strong collaboration skills in an environment where teamwork is necessary to achieve goals.
Position is based out of a home office with 50-75% travel in assigned territory.
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)