Regional Sales Manager - Heavy-Duty Truck Parts

Job summary/Objective of Job

The Regional Sales Manager is responsible for leading and growing sales performance across Valley Truck Parts' five sales branches throughout Michigan and Northern Indiana. This position directly oversees the five Branch Managers, as well as the four members of the Regional Sales Team, and provides strategic sales leadership focused on revenue growth, customer retention, new business development, market expansion, and overall branch performance.

The Regional Sales Manager will work closely with Branch Managers and Regional Sales team to establish sales goals, develop growth strategies, evaluate performance, strengthen key customer relationships, and build a high-performing sales organization. The ideal candidate is an experienced sales leader with a proven record of growing revenue, developing teams, and managing multiple locations, territories, or markets. Experience in heavy-duty truck parts, remanufacturing, automotive aftermarket, commercial vehicles, diesel, or a related industry is strongly preferred.

Essential Job Functions

• Lead, coach, and develop the five Branch Managers while holding each accountable for branch sales performance, customer development, and established goals.
• Lead, coach, and develop the four Regional Sales Team members while developing and executing regional sales strategies designed to increase revenue, profitability, customer retention, and market share.
• Monitor branch and regional sales performance, forecasts, customer activity, and market trends to identify opportunities and areas for improvement.
• Identify and pursue new markets, customers, and business opportunities throughout each region.
• Develop and maintain relationships with key customers and strategic accounts.
• Support Branch Managers and sales teams in developing and closing significant or complex customer opportunities.
• Establish consistent sales processes, expectations, and accountability across all five branches.
• Support the recruitment, development, motivation, and retention of high-performing sales teams.
• Conduct regular branch visits and performance reviews to provide leadership, coaching, and strategic support.
• Research, evaluate, select, and lead the implementation and onboarding of a Customer Relationship Management (CRM) platform for the regional sales team, including vendor assessment, system configuration, user training, adoption support, and ongoing process optimization.
• Partner with Operations, Purchasing, Warranty, and other departments to ensure sales strategies align with company capabilities and customer expectations.
• Maintain a strong understanding of Valley Truck Parts' products, services, and capabilities and support the continued development of product knowledge throughout the sales organization.
• Stay informed of industry trends, competitive activity, customer needs, and market opportunities.
• Represent Valley Truck Parts, Inc. in a professional, ethical, and customer-focused manner at all times.

Qualifications

Required Qualifications

• High School Diploma or GED equivalent required; additional education in Business, Sales, Marketing, or a related field preferred.
• Minimum of 7 years of progressive B2B sales experience.
• Minimum of 3 years of demonstrated sales leadership or management experience.
• Proven track record of growing sales revenue and developing new business.
• Demonstrated experience leading, coaching, and developing sales professionals.
• Experience managing multiple locations, territories, markets, or customer segments preferred.
• Strong business acumen and analytical, organizational, and decision-making skills.
• Experience with CRM platforms, including researching, selecting, implementing, onboarding, and optimizing tools to support sales team performance and customer relationship management.
• Excellent communication, presentation, negotiation, and relationship-building skills.
• Ability to establish credibility and build strong relationships with customers, employees, Branch Managers, and leadership.
• Ability to travel regularly between all five branch locations.
• Valid driver's license with acceptable driving record (MVR check may be required).
• Basic computer proficiency, including email, CRM, reporting tools, and Microsoft Office applications.

Preferred Qualifications

• Experience in heavy-duty truck parts, commercial truck parts, or the automotive aftermarket.
• Experience in remanufacturing, distribution, diesel, fleet, or commercial vehicle industries.
• Knowledge of transmissions, differentials, driveline components, PTOs, pumps, hydraulic valves, steering components, fifth wheels, or related products.
• Established relationships within the heavy-duty trucking, commercial vehicle, or aftermarket industries.

Performance Metrics

Success in this position will be measured through:

• Regional sales and revenue growth
• Branch sales performance and achievement of established goals
• Gross margin and profitability
• New account acquisition and existing customer growth
• Customer retention and satisfaction
• Key account development
• Sales forecasting accuracy
• Sales team and Branch Manager performance
• Employee development and retention
• Productivity, efficiency, teamwork, and responsiveness

Physical Requirements (with ADA-aligned detail)

The physical demands described here are representative of those that must be met by an employee to successfully perform the

Travel

Compensation Framework

• Base Salary
• Car allowance
• IT support: Cell phone, laptop, etc.
• Performance Incentives: Growth-based bonus and/or commission structure 

Benefits:

• Medical
• Dental
• Vision
• Flexible Spending Accounts
• Disability Benefits
• Accident and Critical Illness Coverage
• Core & Voluntary Life Benefits
• Employee Assistance Program
• Matching 401(k)
• Wellness Programs
• Gym Reimbursement
• Monthly Profit Sharing Bonus
• Parental Leave

Disclaimer

The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All personnel may be required to perform duties outside of their normal responsibilities from time to time, as needed.