Director of Sales - Eastern US

Imagine a company that recognizes excellence in not only the products it sells, but also in its employees. R.S. Hughes Company, Inc. is that company. We hold ourselves to the highest standards of quality and professionalism - and we treat our employees like the valuable assets they are.

Founded in 1954, R.S. Hughes Co., Inc. is a dynamic, North American distributor of industrial supplies. With 49 warehouse sites in the United States and Mexico, we maintain an extensive inventory of adhesives, abrasives, electrical, static control, tapes, labeling and safety products.

In addition to competitive salaries and benefits, we offer an environment that asks you to make a difference. We value hard work and common sense, and we consistently reward those that exemplify these traits. If you're looking for a great team to grow with and if you are willing to embrace the challenges of being expected to be the best, we welcome you to come join the R.S. Hughes Company, Inc. team!

Position Description

As the Director of Sales, you will lead and manage a high-performing sales team to drive growth and achieve revenue targets across half of the U.S. This role involves strategic planning, team leadership, and cross-functional collaboration. You will oversee 4 direct reports, including 3 Regional Sales Managers and 1 Inside Sales Manager. Your primary focus will be to develop and execute sales strategies, optimize sales processes, and ensure the team's alignment with company objectives and market opportunities.

Key Responsibilities:

• People Development: Identify training and development needs for the sales team. Implement programs to enhance skills, knowledge, and performance. Foster career growth and succession planning within the team.
• Team Leadership: Lead, mentor, and motivate a team of Regional Sales Managers and an Inside Sales Manager. Foster a high-performance culture and ensure the team is equipped with the resources and support needed to succeed.
• Sales Strategy Development: Develop and implement comprehensive sales strategies tailored to the Eastern and Western regions. Align strategies with overall company goals and market trends to maximize growth and profitability.
• Regional Sales Management: Oversee sales activities across the Eastern and Western regions, ensuring effective coverage and customer engagement. Monitor sales performance and implement corrective actions as needed.
• Revenue and Growth Targets: Set and achieve ambitious sales targets and revenue goals. Monitor progress against targets and adjust strategies to ensure consistent performance.
• Sales Process Optimization: Analyze and optimize sales processes to improve efficiency and effectiveness. Implement best practices and streamline workflows to enhance sales productivity.
• Cross-Functional Collaboration: Work closely with marketing, product management, and other departments to ensure alignment of sales strategies with marketing campaigns, product launches, and company objectives.
• Market Analysis: Conduct market analysis to identify new business opportunities and competitive landscape. Use insights to inform sales strategies and drive market penetration.
• Customer Relationship Management: Build and maintain strong relationships with key customers and stakeholders. Ensure high levels of customer satisfaction and loyalty.
• Reporting and Analytics: Develop and maintain sales reports, dashboards, and performance metrics. Use data-driven insights to inform decision-making and strategy adjustments.

Sales Performance Metrics:

• Sales Revenue: Monitor and report on sales revenue generated by the Eastern and Western regions.
• Target Achievement: Track the percentage of sales targets achieved by the sales team.
• Customer Acquisition: Measure the number of new customers acquired and the growth of existing accounts.
• Sales Pipeline: Monitor the health and velocity of the sales pipeline, including the number of deals in each stage and the time to close.
• Win Rate: Track the percentage of deals won versus deals lost.
• Sales Team Productivity: Measure the productivity of the sales team, including the number of sales activities completed and the time spent on high-value tasks.
• Customer Satisfaction: Gather feedback from customers to evaluate the quality of sales interactions and overall satisfaction.

Employee Development Metrics:

• Employee Engagement: Measure the level of engagement and satisfaction of sales team members through surveys or assessments.
• Employee Retention Rate: Track the percentage of sales team members who remain with the company over time.
• Skills Development: Assess the improvement in sales skills and competencies among team members through performance evaluations or skill assessments.

Education/Certification/Licenses

• Bachelor's degree in Sales, Marketing, or a related field.
• Minimum of ten years of B2B product-based field sales experience.
• Minimum of 5 years' experience leading a large regional field sales team.

Skills That Will Make You Successful

• Goal-oriented, driven and experienced in networking with and influencing decision-makers.
• Ability to build dynamic customer, vendor, and employee relationships.
• Ability to negotiate local, regional, and national programs & agreements.
• Excellent selling, communication, and negotiation skills.
• Prioritizing, time management, and organizational skills.
• Must be highly motivated, flexible, service-oriented, and driven to lead others focused on achieving their personal/professional goals
• Fast learner and passionate for sales.
• Proven track record and work experience as both a Sales Professional and Regional Sales Manager.
• Results tied to leading and building a first-class sales team.
• Must have advanced CRM knowledge, along with the ability to build productive business professional relationships.
• Experience in opening doors to new opportunities.

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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)