Central Selling Supervisor - PRO
Essential Functions:
• Drives execution of specific Sales and Support Coordinator activities in support of the Central Selling sales model.
• Provides feedback to leadership team regarding process, program, or system opportunities.
• Serves as Subject Matter Expert for the development of best practices as well as process and procedure documentation
• Leads selected initiatives or projects as assigned by the Manager.
• Makes real-time decisions regarding specific Sales and Support Coordinator, Store or Service PROvider issues
• Resolves escalated issues within defined parameters and elevates issues when appropriate.
• Analyzes reports to determine individual associate and team priorities
• Monitors each Sales and Support Coordinator’s performance (real-time and historical) to identify individual performance and training needs and works to identify trends that indicate potential group performance or training needs.
• Provides real-time and regularly scheduled feedback and coaching to Sales and Support Coordinators.
• Makes hiring decisions with Manager for team vacancies and works with HR to execute a strategy to recruit and fill open positions.
• Motivates and engages associates by being accessible, seeking feedback, and creating recognition programs.
• Serves as “Manager on Duty,” with responsibility for overseeing the entire workforce; this includes monitoring productivity, serving as a resource, addressing real-time performance or conduct needs, etc.
• Interacts with Stores and field leadership to answer questions and resolve issues related to quote or Service PROvider.
• Provides feedback to leadership to help stores set expectations and qualify customers up front when selling the detail.
• Collaborates with the Installation Sales Team, Stores, Service PROviders and other key business partners to identify and address opportunities to improve the Central Selling sales model.
• Looks for ways to improve the customer experience by understanding the Central Selling model and offering ways to make it easier and more efficient for everyone involved or impacted by the process.
•
• Provides feedback regarding trends to help address opportunities to improve and streamline the design process.
• Acts as backup for peer assigned areas as needed.
• Acts as a liaison in identifying trends and resolving escalated customer and business partners concerns.
• Provides continuous development and training for Sales and Support Coordinators.
• Responsible for ensuring the successful onboarding of new associates within the department and continuing their training and development post initial training completion.
• Responsible for driving and delivering sales performance within your assigned region.
• Serves as the main point of contact for associates and designers as challenges arise around sales projects.
Minimum Requirements:
• High School or GED and 3-5 Years Team leadership or coaching, with or without direct report responsibility or a formal supervisory title
• 1-2 Years of Experience Call center, Office administrative, High volume retail, Service support, or similar work environment
Preferences:
• Bachelor’s Degree
• Experience in remodeling or construction industry.
• Experience in a sales role or participating in the sales process (e.g., creating quotes, project specs, creating kitchen designs in 2020, etc.)
• Lowe's store experience
• Experience using MS Dynamics or similar CRM (Customer Relationship Management) tool.
• Demonstrated experience in training, developing and mentoring a large team (i.e., 10+ employees)
• 1-2 Years Experience in supervising a Sales team
Pay Range: $59,800.00 - $99,900.00 annually
Starting rate of pay may vary based on factors including, but not limited to, position offered, location, education, training, and/or experience. For information regarding our benefit programs and eligibility, please visit our benefits page.
Lowe's hourly remote associates cannot reside in Alaska, California or Hawaii. Lowe's salaried remote associates cannot reside in Alaska or Hawaii.
Lowe’s is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law.
Qualified applicants with arrest or conviction records will be considered for Employment in accordance with applicable laws, including the Los Angeles County Fair Chance Ordinance for Employers, the Los Angeles Fair Chance Ordinance, the San Francisco Fair Chance Ordinance, and the California Fair Chance Act.
Lowe’s believes that conviction records may have a direct, adverse, and negative relationship to the following job duties: accessing company property, assets, information and products; partnering, supervising, and regularly working with other Lowe’s employees; and adhering to and monitoring compliance and safety guidelines.
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
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• Drives execution of specific Sales and Support Coordinator activities in support of the Central Selling sales model.
• Provides feedback to leadership team regarding process, program, or system opportunities.
• Serves as Subject Matter Expert for the development of best practices as well as process and procedure documentation
• Leads selected initiatives or projects as assigned by the Manager.
• Makes real-time decisions regarding specific Sales and Support Coordinator, Store or Service PROvider issues
• Resolves escalated issues within defined parameters and elevates issues when appropriate.
• Analyzes reports to determine individual associate and team priorities
• Monitors each Sales and Support Coordinator’s performance (real-time and historical) to identify individual performance and training needs and works to identify trends that indicate potential group performance or training needs.
• Provides real-time and regularly scheduled feedback and coaching to Sales and Support Coordinators.
• Makes hiring decisions with Manager for team vacancies and works with HR to execute a strategy to recruit and fill open positions.
• Motivates and engages associates by being accessible, seeking feedback, and creating recognition programs.
• Serves as “Manager on Duty,” with responsibility for overseeing the entire workforce; this includes monitoring productivity, serving as a resource, addressing real-time performance or conduct needs, etc.
• Interacts with Stores and field leadership to answer questions and resolve issues related to quote or Service PROvider.
• Provides feedback to leadership to help stores set expectations and qualify customers up front when selling the detail.
• Collaborates with the Installation Sales Team, Stores, Service PROviders and other key business partners to identify and address opportunities to improve the Central Selling sales model.
• Looks for ways to improve the customer experience by understanding the Central Selling model and offering ways to make it easier and more efficient for everyone involved or impacted by the process.
•
• Provides feedback regarding trends to help address opportunities to improve and streamline the design process.
• Acts as backup for peer assigned areas as needed.
• Acts as a liaison in identifying trends and resolving escalated customer and business partners concerns.
• Provides continuous development and training for Sales and Support Coordinators.
• Responsible for ensuring the successful onboarding of new associates within the department and continuing their training and development post initial training completion.
• Responsible for driving and delivering sales performance within your assigned region.
• Serves as the main point of contact for associates and designers as challenges arise around sales projects.
Minimum Requirements:
• High School or GED and 3-5 Years Team leadership or coaching, with or without direct report responsibility or a formal supervisory title
• 1-2 Years of Experience Call center, Office administrative, High volume retail, Service support, or similar work environment
Preferences:
• Bachelor’s Degree
• Experience in remodeling or construction industry.
• Experience in a sales role or participating in the sales process (e.g., creating quotes, project specs, creating kitchen designs in 2020, etc.)
• Lowe's store experience
• Experience using MS Dynamics or similar CRM (Customer Relationship Management) tool.
• Demonstrated experience in training, developing and mentoring a large team (i.e., 10+ employees)
• 1-2 Years Experience in supervising a Sales team
Pay Range: $59,800.00 - $99,900.00 annually
Starting rate of pay may vary based on factors including, but not limited to, position offered, location, education, training, and/or experience. For information regarding our benefit programs and eligibility, please visit our benefits page.
Lowe's hourly remote associates cannot reside in Alaska, California or Hawaii. Lowe's salaried remote associates cannot reside in Alaska or Hawaii.
Lowe’s is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law.
Qualified applicants with arrest or conviction records will be considered for Employment in accordance with applicable laws, including the Los Angeles County Fair Chance Ordinance for Employers, the Los Angeles Fair Chance Ordinance, the San Francisco Fair Chance Ordinance, and the California Fair Chance Act.
Lowe’s believes that conviction records may have a direct, adverse, and negative relationship to the following job duties: accessing company property, assets, information and products; partnering, supervising, and regularly working with other Lowe’s employees; and adhering to and monitoring compliance and safety guidelines.
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
Apply Now
Apply Now