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Regional Sales Manager Job Description

How to Hire a Regional Sales Manager

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Regional Sales Manager Job Description

We are looking for a motivated Regional Sales Manager to lead our sales team. In this role, you will oversee staff, providing training and generating sales goals, while working to increase sales in your assigned region. Our ideal candidate has a proven record of successful sales management, possesses natural leadership qualities, excels in building client and vender relationships, and has a real passion for sharing the benefits of our products.

Regional Sales Manager Duties and Responsibilities

  • Establish clear sales objectives for team members
  • Build and maintain positive customer relationships
  • Create a sales process and marketing strategies for sales managers and reps to follow
  • Continually monitor and track regional sales performance
  • Attend trade shows and conventions as needed
  • Analyse monthly sales outcomes and create reports for upper management
  • Educate sales team on new or upcoming products and services

Regional Sales Manager Skills and Requirements

  • Bachelor’s degree in business or related field
  • Proficient with Microsoft Office
  • Natural leader with proven management skills
  • Flexible schedule and able to travel
  • Experience forecasting sales and developing a customer base
  • 3+ years of relevant sales experience

How to write a Regional Sales Manager Job Description

To write a job description, we recommend starting with a job description template from our job description library, which contains examples for 800+ positions and professions. Our job description examples include a job summary with duties and responsibilities and skills and requirements, which can be personalised for your job vacancy.

How to write a Regional Sales Manager job Advert

Use our job advert template to write a job advert for posting on job sites and job boards. Our job advertising templates are carefully created to help you reach your audience and beat the competition to the best talent.

Personalising Your Regional Sales Manager Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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