Regional Sales Manager

About the Role The Sales Manager will be responsible for driving sales growth across the Wabash Parts JV entity. Primarily focusing on the dealer and PPN channels. The Sales Manager uses industry and sales experience to drive results through mentorship and training of sales personnel, key performance indicator (KPI) tracking and program management for Wabash dealer and PPNs. This role will proactively anticipate needs while overseeing the team's day-to-day workflow and prioritizing various projects. This role will have in-depth product knowledge and customer service best practices. The Sales Manager will be an integral part of upskilling our sales personnel and driving results and working in close coordination with leadership to drive sales and customer service process improvement. Your Responsibilities Drive Sales Results Lead weekly KPI meetings with Distribution sales team which includes ensuring all KPI data is updated by the team. Clearly communicate KPI expectations to the team. Monitor and report on progress of KPIs and mentor team to adjust when needed. Have oversight of customers' short- and long-term goals and support the team to meet goals. Assess new business opportunities and drive customer acquisition, retention and expansion initiatives. Create a weekly status report on account updates and other developments within the team and review with the Director. Lead and oversee buying group programming including contract reviews and show ownership. Sales Support and Training Serve as a mentor to sales personnel through support and feedback that furthers their growth and business results. Ensure sales team is appropriately scheduling and meeting set travel expectations, then reporting on trips scheduled to the Sales Manager. Regularly participate in ride‑alongs and targeted sales trips, then provide growth feedback on opportunities identified. Create long‑term, sustainable sales training for sales team in collaboration with leadership. Recommend improvements to current sales processes and new best practices to further sales strategy. Serve as a subject matter expert of the enterprise resource planning (ERP) system to optimize the sales team's use of the system. Assist in resolving complex customer issues with a focus on long‑term satisfaction and retention. Support team with escalated customer questions related to products, prices, availability, and product features. Assist with invoice corrections, returns and pre‑paid freight requests from the team's customers. Product Knowledge Continually grow technical, product, and application knowledge of parts essential to the heavy‑duty vehicle aftermarket and keep current on new products and product updates. Serve as an on‑demand subject matter expert to sales personnel. Proactively seek opportunities to document and share knowledge of parts and markets to support the sales team in their growth and development. Coach team to effectively communicate features, benefits, and warranty policy information to customers and suggest sale of related parts when identical replacements are not available. Management and Team Development Consistently exhibits HTI and Wabash core values and servant leadership style. Directs employee's work through technical and managerial expertise. Communicates, advises and reinforces change management efforts with employees. Sets and communicates vision for their team to produce profitable business results and achieve high performance, including overall and daily goals. Provides clarity on goals as necessary. Supports the team by solving complex problems and making substantial decisions that impact them. Responsible for handling all employee grievances, incidents, conflict management and emergency situations. Responsible for holding team members accountable to follow all company policies (ex. handbook, travel, etc.). Understand all safety and compliance procedures and handle when not followed. Places an emphasis on employee engagement and retention to boost productivity and performance and reduce employee turnover. Oversee the employee life cycle which includes hiring, development, engagement, retention and separation. Responsible for managing and approving employee leaves and time cards, as well as reinforcing timekeeping and attendance requirements with employees or working with the GM to coordinate this activity for employees of HTI or Wabash accordingly. Responsible for ensuring employees submit expense reports and Motus information on time. Strategize with other leaders on defining roles and ideal career paths within the function and preparing a succession plan for each role. Understand each team member's career goals and support them in achieving the career path they wish to follow. Encourage and foster a collaborative work environment within the team and between the team and other departments. Lead teams to develop reliable processes and procedures that produce results. Qualifications Bachelor's degree (or currently pursuing) in sales, marketing, and/or business, OR 7-10 years of heavy‑duty truck and trailer equipment sales, or automotive parts sales. Previous leadership experience is preferred. Proficient in Microsoft Office Suite products with ability to conduct basic database tasks in Excel. Experience with an ERP system preferred. Proven success in meeting and exceeding sales goals and business results. Previous experience in continuous process improvement. Excellent verbal and written communication skills. Ability to provide personable and professional customer service. Strong analytical, critical thinking and time management skills. Strong active listening and strategic influencing skills. Demonstrated ability to build strong relationships with all levels of internal and external personnel. Ability to stay adaptable to changing environments and tasks. Willingness to travel. Affirmative Action/EEO Statement Wabash is committed to providing equal employment opportunity for its associates and applicants without regard to race, color, religion, sex, age, national origin, veteran status, disability, or other protected class or activity under federal, state, or local law. All employment decisions must be based on neutral, legitimate criteria. All employment policies and rules shall be applied equally to similarly situated associates. #J-18808-Ljbffr Wabash