Territory Manager I - Swisher International : Job Details

DescriptionInterested in this role You can find all the relevant information in the description below.For the past 162 years, Swisher has been an industry leader known for its iconic products and commitment to high quality standards. With a rich history, Swisher serves adult consumers through a diverse range of businesses, including Swisher Sweets Cigar Company, Helme Tobacco Co., Hempire, Rogue Holdings, and Drew Estate: The Rebirth of Cigars. We have a passion for people and helping them build rewarding careers. If you're ready to create excitement and drive what's next in the industry, we'd love to hear from you.This Territory Sales Manager supports the Northern Maine markets. This position requires up to one week per month of overnight travel.Primary Purpose:The Territory Manager at Swisher is responsible for calling on retail and wholesale accounts and managing an assigned sales territory comprised of retail stores, including independent and chain accounts and distributors within the assigned area. This account management role will develop positive working relationships with store managers and buyers by serving as the product expert on behalf of the entire Swisher portfolio of brands. This role will utilize product knowledge, store data, and available promotions to strategically offer a menu of options to the store manager or buyer. Additional responsibilities include managing promotional programs, entering store data in the Swisher Shield System, securing point-of-sale and merchandising options to maximize products in store.Key Responsibilities- Manage sales, distribution, and in-store product display positioning within a given geography, including merchandising and point-of-sale.- Responsibly sell company initiatives to retail partners, including new products, limited time offers, (LTOs) promotions, and pricing strategies- Consult, advise and engage with retail, wholesale, and chain partners on category management and business analytics to help improve the performance of their business.- Develop innovative ways to improve Swisher's brand performance through selling skills using data analysis, brand and trade marketing, planning, and product placement. Strengthen relationships with key decision-makers and store managers.- Develop and utilize the Swisher Shield system to track, measure, and analyze progress against key sales & marketing initiatives.Qualifications:Required-- 1-2 years of work experience- Must be at least 21 at the time of employment.- Must have a valid driver's license.- Basic proficiency in Microsoft Office (Word, Excel, PowerPoint, Outlook)Education: High School diplomaTravel: This role requires travel, including overnight travel. Travel requirements are contingent on the designated territory and are subject to change depending on business needs.Preferred-- 1-2 years customer facing sales experience- Intermediate proficiency in Microsoft Office (Word, Excel, PowerPoint, Outlook)Education: Some collegePhysical Requirements:- May be sitting and/or using computers for prolonged periods of time.- May be standing for prolonged periods of time.- Able to lift, push and/or pull 40 pounds or more on a regular basis.- Ability to visit and move around at convenience stores, warehouses, and other work sites, including the ability to climb a ladder or maneuver in tight or small places.- Ability to lift, carry, and otherwise transport work-related materials that frequently weigh up to 25 lbs. and that may occasionally weigh in excess of 25 - 45 lbs.What we offer-Base salary and bonus programCompany vehicle for business and personal useMedical, dental, vision and life insurance effective on date of hireGenerous 401(k) PlanDefined Contribution PlanPaid vacation and paid holidaysTuition reimbursementProfessional growth and development programs to help advance your career!QualificationsSkillsBehaviors:Motivations:EducationExperienceLicenses & CertificationsEqual Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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)