Sales & Business Development, Sr Manager (Fluid Systems)

Nidec•Troy, MI

About The Position

Lead a sales process and achieving setting sales goals and/or large accounts/Customers by creating new opportunities to grow and expand business for companywide future growth as well as managing current accounts. Identify target customers and prepare sales strategy to achieve the sales target. Identify product segments to target specific customers. Collect market/competitor information and provide feedback to Sales Department Head and/or Sales Director to collaborate on sales strategy. OBJECTIVE Maintain and expand current businesses with current customers and work with R&D and Global team to secure new business. Sales Fluid Systems: Develop strategies along with the R&D team to secure new business directly with OEMs and Tier Is for FS/TM targeting Oil/Water pumps as well as Cooling Fans

Requirements

MUST have experience working with Fluid Systems
Typically requires a bachelor’s degree or equivalent professional certification and 7+ years of prior relevant experience
Typically requires a bachelor’s degree or equivalent professional certification and 7 years of prior relevant experience

Responsibilities

Motivating and advising sales representatives to improve their performance, as well as hiring and training.
Achieve their objectives through effective planning, setting sales goals, analyzing data on past performance, and projecting future performance.
Expand the target customer base.
Work with product and research teams to make sure customer needs are met.
Manage customer sales with from conception phase through the end of service obligations.
Track customer “Key Performance Indicators” including revenue and profitability improvements to meet NAMA sales short- and long-term sales plan as well as personal goals.
Work closely with R&D/AE on promotion of products to existing and/or potential new customers, elaborate technical proposals / technical review discussions, and related activities that Sales and R&D should pursue together in order to grow the business.
Work directly as GKAM/LKAM (Global Key Account Manager and Local Key Account Manager) customer contact and provide detailed feedback into Nidec organization from customers.
Establishes tactical and operational plans with major impact on immediate or short-term results (e.g., less than 1 year) towards and significantly influences the achievement of results of the department and/or job family.
Develops new products, processes, standards or operational plans in support of the sales team and/or department strategy.
Responsible for revenue and/or expenditures in a specific area or for the team. Additional oversight and review provided by next level of people leadership.
Communicates with parties within and outside of own job family or department, which may include external clients or partners depending upon the family/department.
Requires ability to influence others to accept the department’s or job family group’s view/practices and agree/accept new concepts, practices, and approaches.
May require ability to communicate with senior leadership regarding matters of significant importance to the department.
Responsible for making moderate to significant improvements of processes, systems, or products to enhance performance of department.
Problems and issues faced are numerous and undefined, and require detailed information gathering, analysis, and investigation to understand the problem.
Problems are difficult and moderately complex. Problems typically impact multiple teams. Problems are typically solved by drawing from deep prior experience and analysis of issues.
Requires broad management knowledge to lead project teams in the department.
Typically has deep-level knowledge and skills within a specific technical or professional discipline with broad understanding of other areas within the job family group/business unit.
Manages a large team typically comprising experienced professionals.
Responsible for creating workforce and staffing plans for area of responsibility to ensure availability of talent necessary to accomplish departmental business results.
Typically has hiring, firing, promotion, and reward authority within own area, in accordance with corporate guidelines.