Regional Sales Manager

Description

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 offerings
Meet and exceed budgeted patient count and revenue expectations
Meet sales production and retention goals
Identify and target prospects and identify growth opportunities within existing customers
Maintain and strengthen relationships with client base and industry trade groups and associations
Participate in industry networking events and actively create opportunities to enhance the visibility and image of the company
Day-to-day sales team leadership and performance management
Provide meaningful sales reporting and forecasting to regional and company management on a regular basis
Supports sales team by anticipating and resolving issues expediently
Represent customer's interests in driving business strategy and management decisions
Maintain a strong understanding of industry issues and the competitive landscape
Work cooperatively with executive management, colleagues and team members to foster a positive company culture emphasizing sales results and sustained growth

SKILLS|EXPERIENCE
Successful track record as a sales management professional in health care industry or commensurate industry/company experience
Ideal candidate will have direct experience in Long-Term Care industry
Demonstrated ability to develop and maintain high-level relationships: internally within the company, with customers, and with strategic partners
Ideal candidate will possess strong leadership competencies such as:

Clear vision on how to achieve revenue goals
Ability to implement and execute sales plans
Leads by example and proactively coaches team members
Ability to use existing resources and deploy creatively
Work cooperatively with peers and colleagues for the good of the Company

Ideal candidate will possess the following personal attributes:
Positive outlook and enthusiasm
Strong organization and adherence to best practices
High energy with a bias for action
Creativity and resourcefulness
Ability to empathize
Influencing and negotiation skills
Ability and willingness to develop team members toward optimal performance

Must have open communication style, be team-oriented, and be sensitive to communicating at all levels of the organization
Flexibility to travel as needed is required
Supervisory experience preferred
Bachelor's degree required

BENEFITS

:
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 days
Medical insurance allowance, giving you the freedom to customize your plan to fit your needs
Dental insurance
Vision insurance
Disability insurance
Company paid life insurance
Two weeks of vacation time
Sick time
6 paid Company recognized holidays/ 2 paid float holidays
401(k)
• MBX
Qualifications
Education

Bachelors (required)
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)