Regional Manager (Region 52) at Swisher International, Inc
Dallas, TX
About the Job
Description
The Region Manager is responsible for managing a team of Territory Managers to increase sales volume and distribution within the designated assignment for the entire Swisher portfolio. The Regional Manager will maintain 7 direct accounts, 6 regional chain accounts and oversee 6 territory managers. This position is responsible for delivering the company and region’s annual sales plans, managing trade programs and objectives. This role will develop positive working relationships with Swisher personnel and customers ranging from ownership, category managers, sales managers and sales representatives. A major focus for the Region Manager is to develop and drive direct reports to ensure they possess a full understanding of the market opportunities for increased sales and delivering on Swisher growth goals.
People Development & Management: Manage, recruit, train and lead a team of Territory Managers. Set objectives, monitor and coach performance. Ensure the team has a full understanding of the company plans and objectives and provide oversight, feedback and training on a consistent basis. Ensure that the TMs are equipped with the knowledge and tools they need in order to conduct business on behalf of Swisher. Prepare and conduct performance evaluations on an annual basis. Encourage and recommend internal and external training programs as necessary.
Organizational Skills: Must have excellent organizational skills and attention to detail and follow up. Ability to prioritize and problem-solve to deliver results. Responsible for tracking and measuring TM performance and track required deliverables for each direct report.
Product Knowledge: Complete understanding and knowledge of Swisher’s full product line and promotional offerings. Ability to use that knowledge and data to support Swisher sales growth initiatives. Translate that information into manageable and measurable plans for Territory Managers.
Category Management: Ensure TM’s have the confidence and knowledge to engage with wholesale and retail partners on sales & category management initiatives and present options that will help drive sales and improve business performance across the full line of Swisher brands. Attend customer meetings and engage with the Trade to work together for mutual benefit and growth. Direct the TMs to support the National Account team on an on-going basis calling on chain accounts and performing chain resets.
Leadership: Lead by example in a positive and professional manner at all times. Abide by the Swisher Code of Conduct.
Financial Responsibility: Responsible for overseeing and approving Expense Reports and conducting audits of Working Capital Funds on a regular basis. Monitor and manage marketing programs, gratis dollars, off-invoice, promotional dollars and expenses. Responsible for staying within established spending guidelines.
Meeting Management: Plan and execute Region Meetings to align the team and present updates on the business using PowerPoint and Excel. Create agenda, conduct SWOT analysis pre-meeting. Summarize action items post-meeting. Plan logistics accordingly.
Communication: Responsible for daily communication with Territory Managers by phone or in person. Generate concise emails on a regular basis to maintain open communication with TMs on a regular basis.
Reporting: Monitor sales numbers and retail activities and photos TMTs enter in the Mpower system. Generate and provide reports and roll ups on a regular basis. Create presentations and spreadsheets to sales management as required.
Wholesale Management: Understand all the variables involved with wholesale account management including the ever changing OTP climate, state laws for the category, tax increases, flavor bans and pack size sale restrictions. Learn and understand specific wholesale methods of operation, including market strategies and determine the best way to partner with the account to maximize sales and volume. Provide solutions within our framework to meet specific account needs and be a valuable partner to all accounts.
Trade Programs: Responsible for all Trade Programs within the Region such as VWA, Regional Distributors and Partners in Profit (where applicable). Set up various geo-focused projects to support trade and category initiatives.
Special Projects: Direct TMs to support special projects within their assigned area as needed.
Requirements:
- High School Diploma; Bachelor's degree preferred
- Minimum of 5 years of growing CPG sales experience and responsibility.
- Must be at least 21 at time of employment.
- Must have valid driver’s license at time of employment.
- This role requires travel, including overnight travel. Travel requirements are contingent on the designated territory and are subject to change dependent on business needs.
- Excellent sales & interpersonal skills. Ability to build relationships and work well with all levels of the organization and externally with customers and buyers.
- Exceptional time management and organizational skills. Ability to handle multiple tasks effectively.
- Enthusiastic and goal-driven with the ability to follow up and follow through proactively.
- Ability to proficiently operate a computer and Microsoft Office applications.
PHYSICAL REQUIREMENTS
- May be sitting and/or using computers for prolonged periods of time.
- May be standing for prolonged periods of time.
- Able to lift, push and/or pull 40 pounds or more on a regular basis.
- Ability to visit and move around at convenience stores, warehouses, and other work sites, including the ability to climb a ladder or maneuver in tight or small places.
- Ability to lift, carry, and otherwise transport work-related materials that frequently weigh up to 25 lbs. and that may occasionally weigh in excess of 25 - 45 lbs.
Qualifications
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)