Regional Sales Manager

Ki Mobility•Stevens Point, WI

15h•Remote

About The Position

The Regional Sales Manager will be responsible for managing sales team activities consistent with the company business plan and business philosophy for continued revenue growth. This role will direct and manage regional sales team efforts and performance while maximizing the goals of profitability, market share growth and increased sales volume. A central focus of this role is building a high-performing team through ongoing coaching and development, disciplined performance management, in territory field visits with the team and structured business reviews that drive accountability and sustainable results across the region.

Requirements

Strong business acumen.
Negotiation and presentation skills are vital to the success of this position.
Analytical skills in order to solve complex problems and make informed decisions.
Maintain a high degree of complex communication both inside and outside the Company.
Ability to communicate effectively in a team problem-solving environment.
Proven ability to coach, develop and manage the performance of a sales team, including addressing underperformance constructively and decisively.
Ability to lift and handle wheelchairs and assisting of setup of trade shows and exhibition stands.
Ability to observe and identify details.
Ability to work extended hours as scheduled, including weekends.
Bachelor’s degree in Business or a related field.
5+ years of Complex Rehab Sales Management experience.
Demonstrated experience coaching and developing sales professionals and managing team performance, including formal performance improvement processes.

Responsibilities

Lead the Regional Sales Team to achieve their sales goals.
Support the company’s strategic plan for future growth and profitability.
Manage sales team related expenses within the guidelines of the expense policy.
Manage annual sales quotas for each territory sales team member in conjunction with supporting the compensation plan.
Plan, prepare and lead Quarterly Business Reviews (QBRs) for the region, presenting performance against quota and budget, pipeline health, win/loss and key-account trends, and forward-looking action plans to senior leadership; ensure that commitments and action items from each review are documented and tracked to completion.
Develop and communicate detailed information regarding market needs and provide product improvement input on an ongoing basis.
Manage existing markets and key accounts; ensure that market penetration is occurring for all markets.
Monitor competitive offerings to ensure proper tactics are utilized to sell competitively within the region.
Provide continual feedback to the Region team and internal collaborators for revenue growth and process improvements.
Lead and foster a successful Regional Sales Team.
Must uphold Company values and ethical business conduct, as well as, maintain confidentiality of sensitive information.
A high level of interactive communication is required with customers and management in the fulfillment of these duties.
Ensure and follow safety, quality, and other company requirements and standards.
Keep the work area clean and orderly.
Perform all duties in a manner that follows, demonstrates, and promotes Company’s values.
Report to work as scheduled, on time, and able to work entire work schedule.
Perform additional duties as assigned.
Build and lead a high-performing regional sales team by setting clear, measurable performance expectations aligned to territory quotas, activity standards and Company values.
Conduct regular one-on-ones and field rides/joint sales calls to coach team members on selling skills, pipeline management and account strategy, providing timely, specific and actionable feedback.
Create and maintain an individual development plan for each team member that identifies strengths, growth areas, and clear actions to advance skills, performance, and career progression.
Monitor individual and team performance against key metrics (quota attainment, pipeline coverage, conversion, and core selling activities) on an ongoing basis, recognizing and reinforcing strong performance.
Proactively identify team members who are not meeting expectations and address performance gaps early through direct coaching, clear documentation, and defined, measurable improvement goals.
Develop, implement, and manage formal Performance Improvement Plans (PIPs) for underperforming team members, including specific objectives, measurable milestones, timelines, and regular documented check-ins.
Partner with Human Resources to ensure performance management and any progressive corrective action are handled fairly, consistently, and in line with Company policy, up to and including separation when expectations continue to go unmet.
Make timely, evidence-based talent decisions; including recognition, advancement, and accountability actions to maintain a strong, results-driven team.