Director of Sales - Heritage Industries Murray, UT Job Type Full-time Description Heritage Industries, based in Salt Lake City, Utah, specializes in designing, engineering, fabricating and building custom service vans, truck beds and truck bodies for the mining, energy and construction industries. We offer a broad range of services including building, servicing, troubleshooting, repairs and upfitting vans and service truck bodies in addition to executing site maintenance contracts. Heritage Industries is known for its innovative solutions such as the EnPak Quick Dock system and self contained lube skids which enhance efficiency and reduce operating costs. Heritage Industries is part of the Campbell Companies portfolio of companies. **Position Overview:** The Director of Sales is a key leadership role for Heritage industries and is one of four Director roles reporting to the President of Heritage. The Director of Sales is responsible for developing and overseeing all aspects of the Heritage go to market strategy while collaborating with all other areas of Heritage to ensure overall operational performance of the company. Initially the Director of Sales will be directly responsible for sales and marketing activities while developing their team and resources over time. This will include all sales activities to Heritage customers via in person visits, phone, email etc. A key early objective of the Director of Sales will be to develop an appropriate sales force and transition from direct selling (an operational role) themselves to a strategic role overseeing the sales and marketing activities. **People** + Develop a sales force that aligns with the go to market strategy that encompasses all of Heritage’s capabilities. + Oversee and manage sales and marketing teams including hiring, training and ongoing development. + Foster a positive and collaborative team environment that encourages continuous improvement and customer-centricity + Conduct performance reviews and provide ongoing feedback and coaching to service team members **Market Performance** + Develop and execute a go to market strategy that encompasses all aspects of Heritage, its operations and capabilities including the following: + Strategy development and execution to grow Heritage’s current group of products and services + Sales force development and coverage strategy + Develop Heritage’s marketing strategy + NPI role out and validation in conjunction with R&D group + Market coverage of current customer base while expanding coverage and reach of Heritage’s sales force + Oversee all aspects of customer relationship management including sales coverage, customer feedback and focus groups, contract management etc. + Collaborate with R&D to develop new and innovative to solutions to meet customer needs + Ability to develop, negotiate and execute on multi-year contracts with large key accounts **Financial Performance** + Oversee demand planning for Heritage inventory to ensure proper inventory levels in alignment with forecasts and customer demand including capital deployment to in alignment with financial objectives + Oversee market pricing of Heritage products and services to ensure alignment with overall company financial objectives + Develop and oversee sales and marketing budgets **Operational Excellence** + Develop processes for sales and marketing that collaborate and support all other areas of Heritage (Operations, R&D, Finance). + Work collaboratively with all other areas of Heritage to drive continuous improvement in all aspects of operations. + Participate and contribute meaningfully in weekly, monthly and quarterly strategy and performance review meetings. + Provide reporting of key data as needed + Create, analyze and share data in meaningful ways that improve processes and results **Innovation** + Implement a CRM, develop and executive the corresponding strategy for use across all of Heritage and its various operating areas. + Pursue and implement other technologies, processes and strategies as appropriate to advance the objectives of Heritage + Understand and study market trends and position Heritage to capitalize on market opportunities by via a strong value proposition to our customers. **Required Qualification** + Minimum 10 years in sales and marketing experience including at minimum 5 years of sales management experience + Proven experience developing and deploying a sales force + Experience in demand planning and inventory management + Applicable experience in operational excellence and process improvement. Experience with LEAN processes is preferred. + Experience using 8020 as a go to market principle + Strong presentation, organizational and time management skills. + General computing skills including Microsoft Suite and CRM usage + Ability to create, process and share data + Excellent communication and interpersonal skills + Ability to travel 50% of the time across North America + Must have a valid passport **This position is based in Salt Lake City, UT. This is not a remote role.** __________________________________________________________________________________________________________________________ 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). 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)