Regional Sales Manager

ROLE: The Regional Sales Manager (RSM) is responsible for generating new business and retaining current sales revenue. The RSM is accountable for patient count and profitability targets as set forth by company management. The primary role is to lead the sales team's efforts in developing and selling new business prospects and facilitating account management activities. The RSM is responsible for developing and implementing a process for identifying and qualifying prospects and for ensuring the integrity of the process by which the sales team service, support and grow client relationships. The RSM will integrate sales activity with business development and marketing initiatives. Additionally, they are responsible for the day-to-day management of the sales team members by effectively training, mentoring, and coaching. The RSM is also responsible and accountable for sales performance management and tracking and reporting of sales metrics. TASKS AND RESPONSIBILITIES: Command an in-depth understanding of service offerings Meet and exceed budgeted patient count and revenue expectations Meet sales production and retention goals Identify and target prospects and identify growth opportunities within existing customers Maintain and strengthen relationships with client base and industry trade groups and associations Participate in industry networking events and actively create opportunities to enhance the visibility and image of the company Day-to-day sales team leadership and performance management Provide meaningful sales reporting and forecasting to regional and company management on a regular basis Supports sales team by anticipating and resolving issues expediently Represent customer's interests in driving business strategy and management decisions Maintain a strong understanding of industry issues and the competitive landscape Work cooperatively with executive management, colleagues and team members to foster a positive company culture emphasizing sales results and sustained growth SKILLS|EXPERIENCE Successful track record as a sales management professional in health care industry or commensurate industry/company experience Ideal candidate will have direct experience in Long-Term Care industry Demonstrated ability to develop and maintain high-level relationships: internally within the company, with customers, and with strategic partners Ideal candidate will possess strong leadership competencies such as: Clear vision on how to achieve revenue goals Ability to implement and execute sales plans Leads by example and proactively coaches team members Ability to use existing resources and deploy creatively Work cooperatively with peers and colleagues for the good of the Company Ideal candidate will possess the following personal attributes: Positive outlook and enthusiasm Strong organization and adherence to best practices High energy with a bias for action Creativity and resourcefulness Ability to empathize Influencing and negotiation skills Ability and willingness to develop team members toward optimal performance Must have open communication style, be team-oriented, and be sensitive to communicating at all levels of the organization Flexibility to travel as needed is required Supervisory experience preferred Bachelor's degree required BENEFITS : TridentCare offers a robust benefit package to full time employees.Part time employees are eligible for many of the same below, pro-rated.Benefits include: Health Insurance after 30 days Medical insurance allowance, giving you the freedom to customize your plan to fit your needs Dental insurance Vision insurance Disability insurance Company paid life insurance Two weeks of vacation time Sick time 6 paid Company recognized holidays/ 2 paid float holidays 401(k) MBX 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)