Corporate Sales Manager- Compact Construction Equipment (CCE)

PAPE’ MACHINERY, INC. - CONSTRUCTION & FORESTRY DIVISION

CORPORATE SALES MANAGER – COMPACT CONSTRUCTION EQUIPMENT (CCE):

Are you looking for a challenge? Do you enjoy leading a team and driving results? Do you enjoy working in a fast-paced, high-energy environment? If you answered yes to these questions, we want to hear from you! Pape’ Machinery, the premier capital equipment dealer in the West, is seeking a highly motivated and experienced Corporate Sales Manager to lead the sales team and promote the sale of Compact Construction Equipment for the company.

At Pape’, you can count on us to heavily invest in your career through training, resources, and support. We want to see your career flourish, and in turn, provide excellent compensation, work-life balance, and benefits for you and your family. Come join our team!

WHAT YOU’LL DO

As our Corporate Sales Manager, you will lead business development and customer acquisition for Compact Construction Equipment (CCE). This includes creating the yearly business plan defining sales coverage, inventory management, revenue growth, profit margin, market share, and customer satisfaction.

Additionally, you will see yourself completing the following duties and responsibilities:

Create a yearly Strategic Market Assessment and Strategy, assess Pape’ and competitive strengths and weaknesses, draft goals and plans for Market share and revenue growth.

In conjunction with the John Deere CCE Territory Sales Manager and General Managers, create the yearly John Deere Business plan which commits to share goals and tactics for execution.

Assist General Managers in creating the Regional CCE budgets for revenue, gross margin, and expenses.

In conjunction with the Pape’ Machinery Inventory Manager, establish a CCE stocking logic for all Regions and provide guidance for machine specifications and attachments.

Assist General Managers in creating Sales Territories with a goal of 40% Participation and 50% Closure on CCE opportunities.

Ensure Territory Manager training on the use of the Pape’ CRM and regular maintenance of contacts, call reporting, quotations, and submissions to JD Transaction Pricing

In conjunction with the JD CCE Territory Sales Manager, create and distribute all pertinent marketing, discount and finance programs, normally every 3 months.

Maintain familiarity with competitive product offerings, pricing, tactics, and threats.

Assist Used Equipment Manager in coordinating CCE Used Equipment activities including trade values, purchasing, pricing and repairs.

Assist the Corporate Rental Manager in identifying rental fleet assets, rental rates, utilization, approving RPO’s, and roll out pricing and profit margins.

Assists General Managers and Sales Managers with coaching, counseling and training of Territory Managers. Ensure all Territory Managers are enrolled in continuing education via John Deere University to achieve level 1 and 2 status.

Coordinate activities/tactics with the Pape’ Machinery Marketing Department, establish co-op budget and the best application of funds for maximum exposure and lead generation.

When required or requested, assist the Finance Manager in gaining credit or finance approval and collection of past due accounts.

Maintain a relationship with all manufactures and manufacturing representatives related to CCE.

Perform additional duties as assigned.

This is a field position with flexibility on domicile. Ideally, applicants will reside near a high opportunity metro region with close proximity to a major airport. Travel to regions and corporate headquarters in Eugene, OR will be required.

WHAT YOU NEED:

Bachelor’s Degree (BA) from four-year College or university

5 or more years of related experience and/or training; or equivalent combination of education and experience.

Self-starter drive with the ability to work without direct supervision.

Excellent oral and written communication skills.

Computer proficiency, including Word, Excel and email.

Compensation:

$96,000-$120,000/yr (Depending on Experience)

Why work for Pape’:

Competitive pay based on your skills, training, and experience level.

Outstanding benefits including –401(k) & Roth 401(k) Retirement Plans with Company Match; Medical, Dental, Vision and Prescription Insurance; Flexible Spending Accounts (Flex Plans); Life Insurance; Short- and Long-Term Disability Insurance; Employee Assistance Program; Online and Instructor-Led Training; Tuition Reimbursement for Training Programs.

Progressive Vacation Plans, Sick Leave & Paid Holidays – Members receive 80 hours of vacation (First year is prorated for new hires based on start date), 24 hours of Sick Leave, and 7 paid holidays each year. Papé vacation plans also have tiers based on your seniority, so as your seniority grows, your vacation time off does as well.

Advancement– Pape’ is a dynamic, growth-oriented organization with a focus on promoting from within.

Stability and reputation— Pape’ is a family-owned, fourth-generation company with over 150 locations, over 4,300 members and 85 plus years of experience. Pape’ is known for their stability, honesty and integrity.

Equipment– We have the largest equipment inventory in the West and an unparalleled parts inventory!

Employee impact– Enjoy an open-door policy where your voice will be heard and your opinions will matter.

Training– You will be provided with training and mentoring to prepare you for your role and continued learning to grow your skills.

The Pape’ Group maintains a drug-free workplace and as such, requires candidates to successfully pass a pre-employment drug test.

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)