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Regional Sales Manager
1 month ago
ROLE:The Regional Sales Manager (RSM) is responsible for generating new business and retaining current sales revenue. The RSM is accountable for patient count and profitability targets as set forth by company management. The primary role is to lead the sales team's efforts in developing and selling new business prospects and facilitating account management activities. The RSM is responsible for developing and implementing a process for identifying and qualifying prospects and for ensuring the integrity of the process by which the sales team service, support and grow client relationships. The RSM will integrate sales activity with business development and marketing initiatives. Additionally, they are responsible for the day-to-day management of the sales team members by effectively training, mentoring, and coaching. The RSM is also responsible and accountable for sales performance management and tracking and reporting of sales metrics.TASKS AND RESPONSIBILITIES: Command an in-depth understanding of service offeringsMeet and exceed budgeted patient count and revenue expectationsMeet sales production and retention goalsIdentify and target prospects and identify growth opportunities within existing customersMaintain and strengthen relationships with client base and industry trade groups and associationsParticipate in industry networking events and actively create opportunities to enhance the visibility and image of the companyDay-to-day sales team leadership and performance managementProvide meaningful sales reporting and forecasting to regional and company management on a regular basisSupports sales team by anticipating and resolving issues expedientlyRepresent customer's interests in driving business strategy and management decisionsMaintain a strong understanding of industry issues and the competitive landscapeWork cooperatively with executive management, colleagues and team members to foster a positive company culture emphasizing sales results and sustained growthSKILLS|EXPERIENCE Successful track record as a sales management professional in health care industry or commensurate industry/company experienceIdeal candidate will have direct experience in Long-Term Care industryDemonstrated ability to develop and maintain high-level relationships: internally within the company, with customers, and with strategic partnersIdeal candidate will possess strong leadership competencies such as:Clear vision on how to achieve revenue goalsAbility to implement and execute sales plansLeads by example and proactively coaches team membersAbility to use existing resources and deploy creativelyWork cooperatively with peers and colleagues for the good of the CompanyIdeal candidate will possess the following personal attributes:Positive outlook and enthusiasmStrong organization and adherence to best practicesHigh energy with a bias for actionCreativity and resourcefulnessAbility to empathizeInfluencing and negotiation skillsAbility and willingness to develop team members toward optimal performanceMust have open communication style, be team-oriented, and be sensitive to communicating at all levels of the organizationFlexibility to travel as needed is requiredSupervisory experience preferredBachelor's degree requiredBENEFITS:TridentCare offers a robust benefit package to full time employees.Part time employees are eligible for many of the same below, pro-rated.Benefits include:Health Insurance after 30 daysMedical insurance allowance, giving you the freedom to customize your plan to fit your needsDental insuranceVision insuranceDisability insuranceCompany paid life insuranceTwo weeks of vacation timeSick time6 paid Company recognized holidays/ 2 paid float holidays401(k)#MBXEqual Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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)
