Now Hiring - Retail Sales Regional Sales Manager - Telecom in Chandler, AZ

POSITION SUMMARY:

The Regional Sales Manager provides leadership, direction, and resources for our Divisional Telecom sales team members. Accountable for overall sales performance, the profitable achievement of the sales organization’s goals, and for implementing sales objectives aligned with the business strategy.

DUTIES and RESPONSIBILITIES:

• Recruit, retain, and refine top sales talent.
• Implement commercial strategies that will help IEWC achieve its business objectives.
• Ensures maximum market growth through creating a high growth commercially creative environment through identification and implementation of commercial growth initiatives.
• Maintain strong relationships and connections with key outside stakeholders, including customers and suppliers.
• Monitor and assess information and trends regarding the internal and external environment; and benchmark against the best companies to ensure we have the strategically important capabilities to outperform the market.
• Lead and manage the Regional Sales Team Members to drive achievement of key performance metrics and High Pay Off Activities.
• Achieve and exceed regional goals that are in line with the vision and objectives. Monitor and measure progress of goals to completion.
• Leads learning and development initiatives impacting the region. Through active, productive partnership with Human Resources, the Regional Sales Manager actively mentors and establishes learning and development objectives essential to the success of the sales region.
• Ensures the sales region is building and executing on strategic account plans, long-term sales plans and goals.
• Develops direct reports to use internal and external resources to analyze and assess region market potential and creating strategic plans to advance partnership with customers, solve business problems and maximize growth.
• Provide leadership to the sales team, while fostering a culture of accountability, professional development, high performance, and ethical behavior.
• Achieves assigned company specific objectives for sales, profits, volume, cross sell function, and other strategic goals.
• Foster the unique IEWC culture of employee engagement; Leverage the derived benefits, to enhance and optimize the long-term success of all employees as well as the financial health of the company and its culture

QUALIFICATIONS:

• Bachelor’s degree in business administration, sales, marketing, or related field.
• 3+ years of successfully leading a sales team.
• Previous sales experience within the Telecom, Data Center and Infrastructure markets.
• Self-Starting, agile leader who has a demonstrated record leading transformational change and inspiring followership.
• Critical thinker capable of making strategic decisions with short- and longer-term strategic goals in mind.
• Prior success of leading teams to achieve transformational and profitable growth.
• Talent focused leader with the ability to develop high-performing teams and can lead and work with in highly driven and fast paced culture.
• Collaborative communicator who is able to develop relationships and gain results cross-functionally.
• Continuous improvement mindset with driven toward excellence and simplification.
• Experience in strategic sales planning and execution.
• Experience successfully utilizing a CRM to manage team a sales team through building a robust pipeline of new business and growing existing customers.
• Work requires professional written and verbal communication and interpersonal skills.
• Strong leadership, communication, and strategic thinking skills.
• Must possess business acumen, be results driven, and customer focused.

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)