Job Description:
SUMMARY
The National Sales Manager is responsible for leading Hobart Service's Field Sales organization, including Territory Sales Representatives and Inside Sales Representatives, from the company's headquarters in Troy, Ohio. This role is accountable for driving profitable growth through disciplined sales leadership, pipeline management, talent development, and execution of Hobart Service's sales strategy.
The National Sales Manager will establish a culture of accountability, coaching, and continuous improvement while ensuring consistent execution of the organization's sales playbook, customer engagement strategies, and growth initiatives. This leader will partner closely with National Accounts, Branch Operations, Marketing, Service Leadership, and Executive Leadership to accelerate growth within priority market segments and strategic verticals.
The National Sales Manager is expected to be a highly engaged sales leader who spends significant time coaching, developing, and supporting the Field Sales Team in the execution of Hobart Service's sales strategy. Success in this role is achieved through consistent leadership presence, disciplined sales execution, talent development, and accountability to performance expectations.
ESSENTIAL DUTIES AND RESPONSIBILITIES
These are the most significant job duties performed. The size, scope and complexity of assigned duties and responsibilities are dependent on the level and experience of the incumbent. To perform this job successfully, an individual must be able to perform each assigned essential duty satisfactorily. Other responsibilities or special projects not specifically listed below may also be assigned.
Sales Leadership & Growth
- Lead and develop a national Field Sales organization consisting of Territory Sales Representatives and Inside Sales Representatives.
- Deliver profitable revenue growth through execution of sales strategies, segment-focused initiatives, and consistent pipeline generation.
- Own the team's sales performance, forecasting accuracy, funnel health, and achievement of annual operating plan targets.
- Drive growth within identified strategic segments, key product categories, and priority customer groups.
- Partner with National Accounts and operational leadership to identify growth opportunities and improve market penetration.
Funnel Management & Sales Execution
- Lead recurring pipeline, funnel, and forecast reviews with individual team members and sales leadership.
- Establish clear expectations for prospecting activity, opportunity management, account planning, and customer engagement.
- Monitor sales effectiveness metrics and develop action plans to improve conversion rates, sales productivity, and overall effectiveness.
- Ensure effective utilization of CRM systems, reporting tools, and sales analytics to drive data-based decision making.
- Develop and maintain rigorous sales operating rhythms, including funnel reviews, opportunity reviews, and performance discussions.
Coaching, Talent Development & Accountability
- Dedicate most of the leadership time (“The 80”) toward coaching, mentoring, and developing sales talent through regular one-on-one meetings, field rides, customer visits, deal reviews, and skill-building activities.
- Maintain an active coaching cadence with each team member focused on opportunity management, prospecting effectiveness, territory planning, and professional development.
- Provide timely and candid performance feedback while holding team members accountable to established sales processes, expectations, and results.
- Drive adoption of Hobart Service's sales methodology, sales process, and customer engagement standards.
- Identify capability gaps and implement individual development plans that improve performance and accelerate employee growth.
- Build a high-performance culture centered on accountability, execution, ownership, customer focus, and teamwork.
Sales Process & Organizational Excellence
- Continue development and enhancement of Hobart Service's sales playbook, onboarding framework, and best-practice methodologies.
- Standardize sales processes across the organization to improve consistency, customer experience, and scalability.
- Work cross-functionally with districts, branch, service products, and national account leadership to ensure alignment of sales initiatives and customer objectives.
- Champion change management initiatives that improve sales effectiveness and organizational capability.
- Identify process improvements that simplify selling activities and improve customer responsiveness.
Strategic Leadership
- Provide ongoing market intelligence regarding competitors, customer trends, and emerging opportunities.
- Participate in annual planning processes, organizational strategy discussions, and commercial growth initiatives.
- Develop future sales leaders through mentoring, coaching, and succession planning efforts.
- Support key customer relationships and participate in executive-level customer meetings as required.
- Lead the Field Sales organization in applying ITW frameworks to identify growth opportunities, optimize territory and customer prioritization, improve resource allocation, and drive continuous business improvement.
- Serve as a role model for ITW Leadership Expectations by promoting accountability, collaboration, customer focus, talent development, and a results-oriented culture.
Supervisory Responsibilities
- Directly leads the national Field Sales organization, including Territory Sales Representatives and Inside Sales Representatives.
- Establishes performance expectations and accountability measures aligned with organizational growth objectives.
- Responsible for recruiting, onboarding, training, coaching, developing, and retaining top sales talent.
- Conducts regular performance evaluations, career development discussions, and succession planning activities.
- Creates and maintains a culture of ownership, execution, collaboration, and continuous improvement.
- Provides leadership and direction regarding sales strategy, territory management, customer engagement, and opportunity development.
- Identifies and develops future sales leaders within the organization.
QUALIFICATIONS
The requirements listed below are representative of the knowledge, skill, and/or ability required to perform this job successfully. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education and Experience
- Bachelor's degree in Business, Marketing, Sales, or related field preferred.
- 7+ years of progressive sales experience.
- 5+ years of sales leadership experience with responsibility for coaching and developing sales professionals.
- Demonstrated success leading geographically dispersed sales teams.
- Experience implementing sales processes, performance metrics, and pipeline management disciplines.
- Experience leading organizational change and driving adoption of standardized sales methodologies.
- Experience utilizing CRM tools, forecasting processes, and sales analytics to improve team performance.
Preferred Qualifications
- Foodservice equipment or commercial service industry experience.
- National account or large customer management experience.
- Multi-location sales leadership experience.
- Experience leading both field-based and inside sales organizations.
- Strong track record of building high-performing teams and developing future leaders.
Leadership Competencies
- Sales Coaching & Talent Development
- Accountability & Performance Management
- Strategic Thinking
- Change Management
- Customer-Centric Leadership
- Cross-Functional Collaboration
- Data-Driven Decision Making
- Executive Presence
- Talent Assessment & Succession Planning
- Continuous Improvement Mindset
PHYSICAL DEMANDS & WORK ENVIRONMENT
The physical demands and 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.
Physical Demands
While performing the duties of this Job, the employee is:
- Regularly required to sit. Frequently required to reach with hands and arms.
- Occasionally required to stand; walk and stoop, kneel, crouch, or crawl.
- The employee must be required to lift and/or move up to 50-75 pounds.
- May be exposed to noise, heat, cold, slippery, wet conditions
- May be required to climb 4-8 ft. ladder
- Driving company vehicles for extended periods of time
Working Conditions
While performing the duties of this Job, the employee will be in an office and field environment:
- Up to 30% travel, primarily within assigned geographic area
Hours of Work
- Normal business hours with extended hours as needed. Flexibility with schedule to meet critical deadlines.
- Extended hours may include nights and/or weekends.
- Normal scheduled hours cover early mornings, evenings and/or weekends
Pre-employment screenings performed (which includes background checks and drug screening)
NO PHONE CALLS PLEASE
Hobart Service is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.
ITW and Hobart Service are committed to providing a healthy and safe environment for all employees. To demonstrate this commitment, Hobart Service is tobacco-free (including e-cigarettes) on campuses and within company vehicles and maintains a drug-free workplace.
If you are a qualified individual with a disability and are unable or limited in your ability to use or access the online application system process due to your disability, please contact Human Resources at service.hr@hobartservice.com to request assistance. No other requests will be acknowledged.
In accordance with the San Francisco Fair Chance Ordinance, Hobart Service considers all qualified applicants with a criminal history.
Compensation Information:
The pay rate will depend on the successful candidate’s qualifications and prior experience.
ITW is an equal opportunity employer. We value our colleagues’ unique perspectives, experiences and ideas and create workplaces where everyone can develop their careers and perform to their full potential.
As an equal employment opportunity employer, ITW is committed to equal employment opportunity and fair treatment for employees, beginning with the hiring process and continuing through all aspects of the employment relationship.
All qualified applicants will receive consideration for employment without regard to race, color, sex, gender identity, sexual orientation, religion, national origin, age, disability, protected Veteran status or any other characteristic protected by applicable federal, state, or local laws.
