Sales Manager - Subsite Electronics Products

DITCH WITCH WEST - PHOENIX, AZ

SALES MANAGER – SUBSITE ELECTRONICS PRODUCTS:

Are you a people person? Do you love building long-lasting relationships? Do you enjoy sales training and helping others solve problems that will get the job done productively? If you answered yes to these questions, we would love to hear from you! Ditch Witch West, the premier capital equipment dealer in the West, is seeking a highly motivated Sales Manager to lead the growth and performance of the Subsite Electronics Products at the dealership.

At Pape’, you can count on us to heavily invest in your career through training, resources, and support. We want to see you grow your skill set and experience, 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 Sales Manager for Subsite Electronics Products, you will work directly with customers and Ditch Witch sales reps to align our products and services with customer needs, and provide the best overall value in the industry. You will focus on sales growth, product promotion, placement, and product support. Additionally, you will be responsible for developing training programs for the sales team, developing product support programs, driving market development, and managing the inventory forecasting and performance for Subsite Electronics Products.

To thrive in this role, you should love creating and building relationships, have a winning attitude, and have a natural ability to lead and drive results.

WHAT YOU NEED:

• Bachelor’s degree in Business, Marketing, or a related field.
• 10 or more years of experience in sales, market development, or account management, preferably in the electronics or utility sector.
• Strong understanding of product promotion, placement, and utilization.
• Excellent communication and interpersonal skills, with the ability to manage relationships at all levels.
• Proven experience managing large corporate accounts and working with utility companies.
• Strong organizational and problem-solving skills.
• Ability to travel as needed to meet with customers and dealers, including overnight travel.

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), 40 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 160 locations, over 4,500 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)