Head of Vocational Sales

Daimler Truck•Portland, OR

18h•Hybrid

About The Position

The Head of Vocational Sales leads all vocational revenue generated through the dealership network, owning strategy and execution across dealer sales performance, channel effectiveness, and customer acquisition/retention for vocational segments (e.g., construction, refuse, utilities, municipal, towing/recovery, landscaping, oil & gas, bulk/transport, and specialty applications). This leader partners closely with dealers, finance, marketing, product management, and aftersales to improve order intake, market share, profitability, and customer experience while ensuring strong commercial discipline and consistent execution across the network.

Requirements

Bachelor’s degree required
12+ years progressive experience in sales leadership, with significant experience managing sales and market share penetration with dealer channels.
Proven track record delivering results in a vocational, B2B, industrial, transportation, equipment, or complex manufacturing environment.
Demonstrated capability leading multi-region teams and influencing cross-functional leaders.
Strong commercial acumen: pricing, margin management, forecasting, and sales operating cadence.
Willingness to travel extensively to dealers and key customers.

Nice To Haves

MBA or advanced degree preferred.

Responsibilities

Own vocational sales performance across the dealer channel: order intake, retail/wholesale performance, market share, margin, and customer retention.
Establish and drive the dealer sales operating system (cadence, pipeline reviews, forecasting discipline, opportunity management).
Set goals, standards, and accountability for vocational sales team in helping dealers in prospecting, quoting, closing, and lifecycle management.
Define and execute a multi-year vocational go-to-market strategy by segment, geography, and customer type.
Identify growth opportunities through segmentation, VOC feedback, competitive intelligence, and data-driven whitespace analysis.
Build and manage annual plans to deliver volume, revenue, and profit targets.
Improve dealer capability through training, playbooks, incentive programs, sales certification, and performance coaching.
Strengthen dealer coverage models, including key account alignment, territory optimization, and lead management standards.
Partner with Dealer Development/Network teams to influence dealer standards related to vocational specialization and required competencies.
Collaborate with Product Strategy and Engineering to translate customer needs into product and vocational application roadmaps.
Partner with Pricing/Revenue teams to set pricing strategy, governance, discount structure, and margin guidelines.
Align with Aftermarket to improve uptime value proposition, service offerings, and dealer execution for vocational customers.
Collaborate with DTFS to improve conversion and develop solutions for vocational buyers (loans, insurance, etc.)
Drive end-to-end commercial alignment across the vocational ecosystem (upfitters, body builders, equipment OEMs, specialty installers).
Improve cycle time and customer experience for vocational configurations through standardized processes and escalation paths.
Partner with operations/supply chain to support availability and reduce bottlenecks impacting dealer ability to sell and deliver.
Own forecasting accuracy for vocational sales through the network, establishing leading indicators and pipeline health metrics.
Implement KPI dashboards and business reviews with clear action plans and accountability.
Ensure compliance with policies, ethical selling practices, and consistent commercial governance.
Build and lead a high-performing team; set expectations, develop leaders, and create succession bench strength.
Recruit, develop, and retain top channel sales talent; reinforce a culture of coaching, accountability, and customer obsession.

Benefits

annual variable pay bonus program
company paid company vehicle with insurance and fuel card
401k company contribution with company match up to 6% as well as non-elective company contribution of 3 - 7% depending on age
non-qualified deferred compensation plan with company contribution of 7% of variable pay
starting at 4 weeks paid vacation
13+ holidays per calendar year
Paid parental leave
employee assistance program
comprehensive health care plans and wellness programs
onsite fitness (at some locations)
tuition assistance program
volunteer paid time off
short-term and long-term disability plans