What are the responsibilities and job description for the VP Sales, Convenience Retail position at Monster Energy?
The Vice President of Convenience Retail is responsible for the overall volume and profitability of all National Account
convenience chains. This position will supervise the National Account Directors and Administrators of each business unit
and will provide guidance, training, development and supervision of all National Account Managers.
Essential Job Functions:
- Responsible for incorporating company’s sales strategies at the National level.
- Responsible for Managing Volume for all National Accounts.
- Responsible for forecasting and budgeting.
- Approves Contracts and CFCS.
- Builds Sales Plans.
- Incorporates Communication Processes.
- Works directly with BU General Managers on execution.
- Communicates and develops sales plans to tie in with company’s Marketing Initiatives.
- Works directly with Commercialization teams to increase execution and communication by wholesalers.
- Responsible for connectivity with Coke Bottlers at the Director and VP levels.
- Incorporates training programs to increase productivity of directors and RAMS.
- Other related duties as assigned.
Position Requirements:
- 10-15 years of sales experience in a retail, broker and distributor sales environment.
- Bachelor’s Degree or equivalent work experience, preferably in Business, Marketing or Finance.
- Demonstrated track record of sales management achievement.
- Excellent verbal and written communication skills.
- Ability to establish good relationships and credibility with customers; ability to collaborate at all levels.
- Excellent at managing time, priorities and expenses.
- Able to work independently while being a team player.
- Proficiency using Excel, Word, and PowerPoint.
- Experience with forecasting, Nielsen/IRI, POS and Inventory reports.
- Flexibility to travel as needed.
Pay Range:$170,000 - $220,000
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)
Salary : $170,000 - $220,000
