End Market Manager

Position Summary : Hansen is targeting a technical sales leader who will focus on the food & beverage end market and specific customers to commercialize existing and new innovative products. The individual shall be independently driven, motivated & compensated to excel, analytical, think outside the box, and are excited by change / new opportunities. This position will be responsible for achieving sales quota and assigned strategic account objectives. Lead the account planning cycle and ensure assigned customers' needs and expectations are met by the company. Regularly meet with key decision makers of customers and large end-users to establish Hansen brand preference. Enlists the support of Hansen Regional Managers as needed. Closely coordinates company executive involvement with customer management. Works closely with Hansen Customer Service Representatives to ensure customer satisfaction and issue resolution. Hansen is looking for someone with a technical background and sales experience in the Food & Beverage industry with existing relationships and is willing to learn our products & applications to add value to our customers.

Major Areas of Responsibility / Essential Functions :

• Manage all assigned customer accounts and meet expected service levels for quoting, technical help, order status, opportunity management, product training, selection / optimization, etc.
• Strategically maximize new business opportunities (projects) with customers.
• Contribute to sales funnel and review project opportunities w / sales team to determine best path to win.
• Implement and improve existing Key Account Management (KAM) processes to drive end customer engagements and understanding of key criteria (decision makers, budgets, timing, etc.) for product adoption.
• Create, maintain and expand your existing relationships while also developing new C-Suite executive and key decision maker relationships to accelerate adoption of new innovations and reduce time required to commercialize existing product / services.
• Report on sector performance and underlying dynamics to support strategy & market approach. Effectively using dashboards with supporting data and customer commentary to quantify those dynamics.
• Promote new product / services introductions from Hansen. Align marketing strategies to help drive quick adoption within assigned customer segments.

Measurables : This position will be measured on the following KPI's

Education and Experience :

Physical Demands : None specified

Travel : ~50%

About Hansen : Founded in 1982, we are a leading provider of industrial refrigeration valves and controls to customers such as Tyson Foods, Conagra, Kraft, Nestle and more for safe and efficient operation of large food processing and cold storage warehouses globally. Our "Who First" athletic talent development foundation is helping drive an exciting growth trajectory for our business via both share gain and market expansion based on innovative products that address very high value unmet needs at our customers. This has allowed us to continue to grow our profitability despite the pandemic while continuing to invest in our talent and innovation initiatives. We are a wholly owned subsidiary of Indicor. More information about our parent and Hansen are available at www.hantech.com and https : / / indicor.com.

AAP / EEO Statement

Hansen provides equal employment opportunity to all individuals regardless of their race, color, creed, religion, gender, age, sexual orientation, national origin, disability, veteran status, or any other characteristic protected by state, federal, or local law.

Other Duties

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

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)