Watch here to see what it's like to work at Red Wing Shoe Company.

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.

The targeted hiring range for this full-time position is $105,000 - $141,700 depending on qualifications; however, the expanded salary range provides opportunities for advancement. Our salary ranges are determined by role, level, and job location. Within the range, individual pay is determined by factors including job-related skills, competencies, experience, and relevant education, training or a combination of these things and market demand. Your recruiter can share more about the specific salary range and benefits for your location during the hiring process.

Red Wing Brands of America is seeking a Regional Manager, to join our Retail team. This role will be responsible in overseeing the overall performance of all assigned Stores within assigned region, working closely with District Managers to ensure operational excellence, sales growth, and customer satisfaction. They are responsible for executing the strategies set by the Retail Region Director and driving the region's success through collaboration with regional and corporate partners to achieve annual regional revenue goals, uphold brand standards, policies, and programs. This role will manage two District Managers. 

Essential Duties include: 

• Delivers region revenue growth goals by achieving front door retail and back door wholesale sales targets.
• Collaborate with Sr. Management, Revenue Operations and other cross-functional stakeholders to develop region level sales, inventory (i.e. core, new and markdown) and operations strategies that align with corporate objectives for growth.
• Partners with Regional Industrial Leadership and corporate teams to develop and implement region and district level industrial inventory strategies with relevant, national, regional and local industrial programs.
• Tracks, monitors and ensures our defined in-store experience is consistently deployed across all stores.
• Develops district level actions plans based on defined KPI’s, data, insights and best-practice and process adherence through ongoing and annual revenue and labor budget plans.
• Develop and manage operating expenses and budgets which includes P&L reviews, marketing expenses & investments, labor management model, and other large financial impacts to the region in partnership with Retail Finance.
• Responsible for monitoring ongoing adherence to dealer agreements, performing annual dealer agreement reviews and partnering with Region and Corporate Leadership to ensure compliance and to take appropriate actions.
• Manage the distribution of corporate communications to field teams, ensuring all regional staff are aligned with company updates, policies, and directive initiatives established by leadership.
• Execute and support the delivery of product assortments and programs including the management of our Red Marketing Campaign, monitoring discount usage, reputation.com, and Local Social efforts.
• Work with real estate team to build out process on new store opportunities, store buildouts, and relocations, and assist District Manager with in-market initiatives tied to these activities.

Bachelor’s degree (B.A./B.S.) in a related field of study; with a minimum of 5 years of sales, customer, or business experience; or an equivalent combination of education and experience. Footwear experience is a plus.

Knowledge, Skills, and Abilities: 

• Thorough knowledge of Red Wing Shoe Company products, go-to-market strategy, and logistics is preferred.
• Effective manager of people, supporting employee development and performance excellence through Talent Management initiatives
• Analytical mindset related to forecasting inventory, expense management, profitability, and consumer selling
• In-depth industry trends and regional market knowledge
• Strong financial acumen, with awareness of how KPIs relate to overall business performance, including profit margins, COGs, and ROI
• Proficiency in identifying trends or patterns in data, and store performance and developing strategies to address performance issues
• Strong negotiation skills with the ability to influence and steer dealer relationships and agreements
• Ability to adopt a visionary leadership approach, inspiring teams and aligning them with long-term company objectives
• Strong awareness of organization’s values, mission and how to impact collaborative efforts across various departments supporting the retail organization

Work Environment: 

Remote office environment with market travel per business requirements. 

Red Wing Shoes is an Equal Opportunity Employer.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
Individuals with disabilities needing assistance in completing an application may contact [email protected] or call 651-388-8211.

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

All offers of employment are contingent on satisfactory results of a background check.

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

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.

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)