Compact Equipment Sales Manager

Job Description

Job Description

Description:

The Compact Equipment Sales Manager is responsible for driving market share, New Compact Equipment revenue, Used Compact Equipment revenue, and client service through our sales team. This position is expected to develop, motivate, and proactively assist the sales team in meeting and exceeding their sales revenue, market share, and profitability goals.

WHAT YOU'LL DO

•Ensure team members are following all Riggs Safety procedures, as well as informing clients of proper safety usage

•Effective development and leadership of the outside (and inside- if applicable) sales reps – including training and development

•Work with Branch Management to exceed branch goals

•Define business rules and maintain client coverage focus and ownership within the sales team

•Develop individual and team performance goals, including PINS, gross profit, and sales volume

•Ensure that reliable feedback is provided to salesmen regularly through the CRM software

•Conduct monthly 1 on 1 salesmen reviews and report summary results to management team

•Direct lost sale reporting and participation to ensure information is timely and accurate

•Develop your sales team with purposeful ride-a-longs weekly – 3 days per week

•Work with CAT reps on merchandising support and strategy focus

•Management of both Riggs internal and Cat Finance lease expirations

•Manage and approve our sales bridge and demo agreements

•Provide frequent updates to the executive team including job-site coverage, individual sales performance, wins/loses, competitive updates, etc.

•Collaborate with all sales and service channels to ensure all areas can win in the market

•Ensure performance standards are met within the team and Riggs

•Review monthly operating statements and reports and develop ideas to increase the sales and rental channel

•Promote and develop positive relationships with clients to maximize profits and inventory turns and minimize slow moving inventory

•Develop strategies, promotions, and directives to increase revenues and profits

Requirements:

WHAT YOU'LL NEED

• Bachelor’s degree or 5 or more years related experience; or equivalent combination of education and experience.

• Business awareness and numerical ability.

• Contract and negotiation skills a plus

• 5 years sales/rental management and/or sales/rental market experience

• Ability to coach, lead, and delegate the sales/rental team members 

• Intermediate knowledge of Excel, Outlook, and other database systems

• Fluent in using a CRM system (Saleslink, Salesforce, etc.)

• Experience using DBS is a plus

• The ability to relocate to the assigned region – Little Rock

IMPORTANT INFORMATION

While performing the duties of this job, the employee is regularly required to sit, talk or hear. The employee is occasionally required to stand and walk. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

This employee must be able to exert 10 lbs of force frequently and 50 lbs of force on occasion. This position requires kneeling, standing, squatting, and grasping frequently. 

The noise level in the work environment is usually moderate.

Required travel up to 50-75%, dependent on market conditions and salesmen needs.

This position is considered a safety sensitive position.

The Job description is subject to change by the employer as the needs of the employer and requirements of the job change.

EEO/AA

Salary/Exempt

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 60-1.35(c)

RC2026