Rental Sales Manager - Military veterans preferred

Riggs CAT


Description:

The Rental Manager is responsible for driving market share, rental revenue, and customer service through our rental sales team. This position is expected to motivate and proactively assist the rental team in meeting and exceeding their equipment rental sales revenue and profitability goals.

WHAT YOU'LL DO

• Effective development and leadership of the outside (and inside- if applicable) rental sales reps – including training and development
• Work with Branch Management to exceed branch rental goals
• Meet and exceed R12 Time Utilization and Financial Utilization goals
• Achieve jobsite coverage at all jobsites in all rental rep covered territories
• Maintain Rental Rep scorecards
• Have command of the Dodge Reports and translate the data into the opportunities for outside rental reps
• Ensure team members are following all Riggs Safety procedures, as well as informing customers of proper safety usage
• Provide frequent updates to executive team including: jobsite coverage, individual sales performance, wins/losses, competitive updates, etc.
• Collaborate with all sales and service channels to ensure all areas can win in the market
• Ensure performance standards are met within the team and Riggs
• Review monthly operating statements and reports and develop ideas to increase the sales/rental channel
• Develop rental sales team with frequent and purposeful ride-a-longs
• Promote and develop positive relationships with customers to maximize profits and inventory turns and minimize slow moving inventory
• Develop strategies, promotions, and directives to increase rental revenues and profits

WHAT YOU'LL NEED

• Bachelor's Degree or 5 or more years related experience; or equivalent combination of education and experience
• Business awareness and numerical ability
• 5 years sales/rental management and/or sales/rental market experience
• Ability to coach, lead, and delegate the rental team members at your store
• Intermediate knowledge of Excel, Outlook, and other database systems
• Fluent in using a CRM system as well as a rental management system
• Experience using DBS and iRent is a plus

Culture Index Survey (Required for Consideration) - Use the link below to complete As part of our process, please complete the Culture Index Survey to help us better understand your work-related behaviors and how they may align with this role. This is not a test — there are no right or wrong answers. The survey takes approximately 8–10 minutes and must be completed in one sitting. Thank you for your participation. Please be sure to enter the job title when completing the survey. https://surveys.cultureindex.com/i/s6Wn5KeGWQ2s7IXioM

IMPORTANT INFORMATION

While performing the duties of this job, the employee is regularly required to sit, talk or hear. The employee is occasionally required to stand and walk. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

This employee must be able to exert 10 lbs of force frequently and 50 lbs of force on occasion. This position requires kneeling, standing, squatting, and grasping frequently.

The noise level in the work environment is usually moderate.

Required travel up to 50%.

This position is considered a safety sensitive position.

The Job description is subject to change by the employer as the needs of the employer and requirements of the job change.

EEO/AA

Salary/Exempt

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)

PI275935856