Full Job Description
Reporting to the President, the VP of Sales will provide leadership, vision and direction for all sales of the company’s diversified products.
Peers on the Overhill Farms executive team include: VP Human Resources, VP Finance, VP Commercialization, VP Operations, Director Engineering, Director Purchasing, Director QA.
Ensure excellence and joint pursuit of sales and optimum profits compatible with CP Foods’ long and short-term goals.
Lead Overhill Farm’s growth in the branded retail, co-manufacturing, club, private label and food service channels by building a culture of external focus, frequent customer visitation, tough-minded customer service and customer contracts and competitive business acquisition. Today’s sales team has been very plant-based so a new travel and work focus will need to be instilled.
Establish sales partnerships with key customers including regular business reviews that leverage competitive analysis, industry trends and financial acumen.
Manage innovative sales strategies to leverage current company capabilities. and new CP Foods’ expertise in current and new channels.
Lead sales team to high levels of customer partnership and trust.
Contribute to the ideation of new products and markets.
Continually challenge the status quo and enhance profitability by exploring and promoting innovative ideas, new initiatives and continuous improvement
Direct and manage a sales team currently comprised of a Director of Foodservice, a Director of National Accounts and an Account Manager.
Recommend, direct and manage relevant industry trade shows, trade PR from time to time and participation in very targeted industry events.
Provide detailed and accurate sales forecasting and analysis to the President, Operations team and Finance VP to enable proactive P & L and balance sheet management.
Partner with the VP Commercialization to create and own sales initiatives from initial concept through production.
Achieve and maintain profitable sales growth by developing, monitoring and controlling sales budgets.
Hire, train, motivate and direct additional sales professionals as agreed to by the President and VP Human Resources.
Manage key customer relationships, participate in closing strategic opportunities and pruning those customers and/or skus that do not fit our future plans or financial criteria.
Ability to lead the sales function and partner with Finance, Operations, Purchasing, Quality, HR and other departments.
Bachelors degree (or equivalent).
Minimum of ten years in an aggressive, entrepreneurial sales environment.
Experience in a private label retail and co-manufacturing sales strongly preferred, particularly in an environment where the organization’s branded goals have to often be prioritized over private label growth in the same sub-categories.
Experience in frozen foods preferred.
Portfolio of strong relationships and experience with major retailers
Good team leader with excellent communication skills, organization abilities and detail orientation.
Impeccable integrity leading to a style that is unafraid to deliver and then tackle bad news, that does not over-hype mediocre opportunities and that is trusted universally by the organization.
Excellent multi-level account penetration skills and a genuine tenacity to keep a busy 3-4 days/week travel schedule with 4-5 customer visits/week.
Ability to collaborate and thrive within a matrix organization.
Strong written, verbal and analytical and strategic problem-solving skills.
We offer a competitive base salary and comprehensive benefits, which include company paid health insurance and a 401(k) Plan. If you would like immediate consideration for these positions, please submit your resume, including salary requirements to email@example.com.
We are proud to be an EEO/M/F/D/V.
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)