Regional Sales Manager

SP Industries, Inc., an ATS company has an exciting opportunity for a Regional Sales Manager to join our growing sales team! The Regional Sales Manager, Process Equipment, supporting our SP, Heidolph, and Radley's Process Equipment product portfolio, is responsible for driving revenue growth, executing the strategy, and creating demand for the Southeast (DC, MD, VA, NC) region. The primary focused will be on pharma and biotech markets with the ideal candidate located in DC, MD, VA, NC. The position will work closely with key customers and the East Sales Manager to deliver on corporate results and customer expectations.

Key Responsibilities

The Regional Sales Manager will report to the East Sales Manager and be responsible for the following duties plus any additional tasks requested by the manager: Meets/exceeds all sales plans/targets. Prospect for new customers and develop the installed base for new/replacement/expansion opportunities. Understand customer needs and translate needs into project proposals/quotes. This role is the primary field commercial resource our Radley's, Heidolph, and Genevac process equipment portfolio. The successful candidate must maintain proficiency in the Process equipment portfolio, applications and workflows and keep current on customer, market and competitive trends. Performs basic installation and user training for the smaller “plug and play” equipment in the portfolio. The position is expected to manage price intelligently - to capture the customer value delivered and maximize margins. It is expected that the Regional Sales Manager understands regional, portfolio market prices. Develop territory forecasts and plans. Maintain the pipeline in CRM – keeping it current. Develops and maintains territory coverage plan which allows for coverage of key accounts. Call and visit customers regularly and document visits in CRM. It is expected that multiple “Influencers” will be identified and addressed in the selling process. Experience and Qualifications Bachelor’s Degree, preferably in life/physical sciences (Biology, Chemistry, Chemical Engineering, Physics) or Business 3-5+ years of experience selling equipment to Pharmaceutical, Biotech, Environmental and/or Research Institutions direct or through channel partners. Demonstrated ability to drive sales to achieve territory revenue targets. Consistent track record of sales performance. Ability to travel (~50%). Some overnight travel is required to customer sites and SP manufacturing facilities. A majority of travel is within NJ/PA/DE. Ability to build rapport and relationships at multiple levels and multiple influencers within an account. Displays a high degree of confidence and comfort in representing complex technical solutions. Exceptional interpersonal, communication and networking skills Proven ability to work in a cross functional manner that drives results. Highly motivated, self-directed and able to work independently Ability to solve complex problems and overcome obstacles HSE All employees have the responsibility to work in a safe manner and report any health, safety or environmental concern to their manager or supervisor in a timely manner. Employee responsibilities for Health, Safety and Environment include: Work in compliance with divisional health, safety and environmental procedures Refrain from removing or altering safety devices or guarding unless hazardous energies are controlled through lockout-tagout methods Report any unsafe conditions or unsafe acts Report defect in any equipment or protective device Ensure that the required protective equipment is used for the assigned tasks Attend all required health, safety and environmental training Report any accidents/incidents to supervisor Assist in investigating accidents/incidents Refrain from engaging in any prank, contest, feat of strength, unnecessary running or rough and boisterous conduct Base salary: $90,000–$110,000 base. OTE: $170,000–$190,000, inclusive of base salary and variable commission. Commission earnings are performance‑based and governed by the company’s commission plan Why SP Industries Inc.? The three parallelograms in our logo reflect our core company values: People, Process, and Performance. As part of ATS, Scientific Products leverages the ATS Business Model (ABM) to train, develop, engage, empower, and energize our people to make impactful changes in the organization. Our relentless focus on people is what continues to set us apart as a great place to build a career.

• We provide a wide range of innovative and high-quality scientific products that improve people’s lives
• We offer a robust health and welfare benefits package that includes Life, Health, Dental, Vision
• We offer 401(K) including company match, Paid Time Off annually + Paid Holidays
• You will enjoy career Advancement Opportunities and Tuition Assistance to help you achieve your goals and continue your career growth

EEO and Affirmative Action Statement: SP is an Equal Opportunity Employer, dedicated to a policy of non-discrimination in employment on any basis and takes affirmative action to ensure equal employment opportunities. It is our policy to provide our employees and applicants with equal employment opportunities in accordance with applicable laws and not to discriminate on the basis of race, color, religion, ancestry, national origin, age, marital status, sex, gender identification, sexual orientation, genetic information, political belief, pregnancy, citizenship, handicap or disability, status as a veteran or member of the U.S. military, or any other characteristic protected by applicable federal, state, or local laws. SP's Affirmative Action Plan is available through the HR Department and may be accessed during normal business hours. Pay Transparency Nondiscrimination Provision: SP 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. #LI-Remote