Regional Sales Manager

REPORTS TO:VP Commercial Operations, Director of Business Development, Director of Sales, Director of International Sales, or Sales Manager, as assigned.

FUNCTION:Responsible for management, sales and direction for assigned territory. Direct staffing, training, and evaluation of manufacturer's representatives to reach sales goals. Sell direct in territories where no manufacturer's rep is assigned.

Analyze sales statistics to promote sales. Review market analyses to determine customer needs, volume potential, price schedules and discount rates.

ESSENTIAL RESPONSIBILITIES:

1. Prepare an annual sales plan for all territories covered (both rep and direct).
2. Train, manage, and evaluate channel partners in all territories. Jointly set goals for each channel partner and hold them accountable for performance. In territories where there is no representation, manage and cultivate the territory through direct selling and maintain a favored position for sentry.
3. Set channel partner quotas by product line and work with them to achieve meeting of goals. Set quotas for direct territories; RSM is accountable.
4. Maintain backup and communications with representatives in the areas of application engineering, product service, quotations, promotions, and problems that may arise.
5. Work together with inside sales, proposal manager and engineering personnel to provide proposals for equipment that maximizes our chances of securing profitable orders.

1. Help organize and exhibit at various trade shows.
2. Help organize and take part in company sponsored sales meetings.
3. Conduct market studies to identify new product opportunities.
4. Assist with management and supervision of Sales & Applications Engineering personnel in a team environment. May be assigned supervisory role for salespeople and/or other administrative staff, which would include:
   • Schedule and assign work; oversee employee productivity and quality; maintain time and attendance records; administer company rules, regulations and policies governing employment; prepare performance reviews with appropriate documentation throughout the year; address disciplinary issues. Discuss disciplinary actions with HR and provide documentation to HR for personnel files.
   • Responsible for employee development. Work with subordinates to create individual performance expectations; provide ongoing feedback regarding progress toward established goals and track progress; provide employee coaching and training; recommend outside training opportunities.
5. Special projects as assigned.