Regional First Aid Specialist
Job description
- -Generate and grow new business by successfully executing on a sales plan
- -Adhere to the “Week in the Life” FAS sales schedule and daily activity targets
- -Research potential customers and prospect in assigned sales territory
- -Build strong customer relationships and close sales
- -Conduct competitive market analysis and other sales-related research
-Sell at a regional level, focused on multi-location/multi-state regional accounts with $100,000 - $750,000 annual spend
- -All first aid, training, safety and personal protective equipment (PPE) products as marketed under the Western First Aid brand
- -Rental first aid kits as marketed under the Aramark brand
- -Direct sale “spot buys” of clothing, accessories, shoes, etc. as marketed through Aramark Direct Sales. More complex and time-consuming Aramark Direct Sales should be routed to a Direct Sale Executive (DSE)
- -If the customer has rental needs outside your swim-lane, you are encouraged to provide rental sales leads to other rental sales channels.
- -All size first aid customers & prospects within your assigned sales territory
- -A Bachelor’s Degree in Business or related field or equivalent experience is preferred.
- -Five to seven years outside sales business-to-business (B2B) selling is required.
- -Excellent verbal and written communication skills.
- -Strong presentation skills.
- -Strong computer skills for Microsoft Office and Sales automation
- -Strong track record of hunter sales; Strong knowledge of the Challenge Sales process.
- -Ability to communicate effectively across all levels of the prospect’s organization.
- -Candidate must be willing to travel up to 70% of the time.
- -Candidate must be located within his/her selling territory.
- -No special physical requirements for this position.
- -A valid driver’s license
- -Successful completion of Criminal Background, Motor Vehicle Record, and Drug Screen checks
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)
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