Director, National Accounts

The Director of National Accounts is responsible for building the strategy and managing the execution of one of Clemens Food Group's fastest growing sales channels. The ideal candidate is a strategic thinker, exhibits a high degree of accountability to the P&L, and is a collaborative and influential member of the foodservice sales team.

Strategy & Planning

• Responsible for National Account P&L and overall profitability of the business channel
• Set and execute strategic plan for National Account channel, including memorializing and communicating for alignment
• Collaborate with VP of Foodservice to establish annual sales budget
• Serve as resource on competitive intel and key account partnerships
• Align customer One Page Plans (Strategic Playbook) through consultation with AEs (Account Executives)
• Align company resources to customer One Page Plan
• Create goals and strategies for Channel that align with Company Initiatives
• Understand financial impacts of Channel strategy in order to make best decisions for CFG
• Identify new growth opportunities, linking CFG capability/capacity to Customer need
• Lead and participate in strategic RFP process(s)
• Create pipeline to align with strategy and instill confidence within the organization for future growth
• Maintain awareness of competitive landscape and other packers' Nat'l Accts business

Performance Management

• Build, manage, and update structure for execution performance
• Review sales activities (last week and next week) and promote short interval accountability to sales plans w/ AE's
• Manage accountability of execution against One Page Plan(s)
• Collaborate with AEs on discovery and solution culture
• Oversee strategic initiatives and projects (including product roll outs)
• Pipeline goals/target for team established and accountability enforced
• Ensure oversight of inventory management, forecasting, and customer service levels
• Lead quarterly meetings with senior leadership on account status
• Ensure team focus on margin, understanding key impactors and adjusting where possible to ensure consistent performance
• Educate AE team on financial impacts of proposed opportunities and focus on true value for CFG

Talent Management

• Coach AEs on personal and performance growth
• Manage performance and accountability
• Build team - Source, Interview Hire, based on a continuous focus on talent
• Train and onboard new AEs
• Participate in CFG sales team training on CFG Methodology
• Remove Obstacles and Provide Resources
• Manage team expectations (Pipeline, Close ratio, Average close size)
• Build succession plan and IDPs for AE's to ensure retention of top talent
• Maintain accountability for team performance through PE process

Relationship Development

• Facilitate and lead top-top meetings and corporate interactions with customers
• Lead internal meetings for strategic planning to penetrate new customer segments annually
• Build a network of key influencers and contact points to facilitate pipeline growth
• Display courage with customers in difficult conversations, advocating for CFG interests in a fair manner
• Support team in difficult conversations re: allocations, pricing, etc... and intervene when needed
• Act as a source of clarity and insight to customers regarding the dynamics of CFG's business
• Attend industry and strategic events

Team CFG

• Attend internal meetings (Training, Sales, Budget, Planning, Business
• Reviews, Level 10 etc.)
• Report progress to VP of food service
• Work on CFG Special projects
• Pursue personal development and growth
• Advocate for team internally

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)

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