Regional Sales Manager

Job Description

ROLES & RESPONSIBILITIES :- 1. MAIN FUNCTIONS :– to conduct business efficiently and to ensure progressive development of all stores in the region. (a) Achieving 100% business against targets in pairs & T.O in each Store. (b) CHECK & VERIFY STORE EXPENSES DURING EVERY VISIT AND keeping all expenses in control (c) APPLY & Maintain the 35 POINTS customer service AS PER COMPANY, (d) maintain THE STORE INVENTORY AND KEEP all merchandise in salable condition, (E) NEED TO TAKE TWO STORE PHYSICAL INVENTORY IN EVERY MONTH TO AVOID THE VERIATION, (F) KEEP STORE ASSETS (furniture & fixtures) in excellent condition, (G) Safe guarding company’s assets & interests. (H) ensuring effective execution of company policies & practices. (I) profit orient expansion in suitable MARKET UNDER GUIDANCE OF RSM SIR. 2. STRATEGY :- (A) KEEP FOCUS ON Sales growth through existing stores, (B) DURING VISIT TO DISCUSS ON ACHIEVEMENT & BACKLOG BUSINESS, (C) MAINTAIN STORE WISE MERCHANDISE AS PER STORE MANAGER, (D) USE CRM DATA TO INCREASE CUSTOMER FOOT FALL TO MAINTAIN STORE BUSINESS, WITH ACTIVITY OF BOOKING ONLINE ORDERS/DOOR DELIVERY IF REQUIRED. (e) Growth through FOCO stores TO SEARCH more investors by presenting business policy. (F) COORDINATE WITH STORE MANAGER TO VISIT FACTORIES/OFFICES/BANKS/SCHOOLS TO GET SMALL BULK BUSINESS. (G) SHARING AND DELEGATING THE RESPONSIBILITY TO SUBBORDINATES IN PLANNING AND EXECUTION. (H) IDENTIFYING THE POTENTIAL IN THE TEAM AND ASSIGN JOB AS PER THE CAPABILTIES & PREPARE FOR SHOLDERING THE ADDITIONAL RESPONSIBILITIES. (I) IDENTIFYING THE NONPERFORMERS IN TIME AND REPLACE WITH FRESH BLOOD TO GIVE NEW LEASE OF LIFE TO STORE. (J) PREPARING & TRAINING THE POTENTIAL CANDIDATE AS SECOND IN COMMAND TO STEP IN TO SENIORS SHOES WHEN OPPORTUNITY ARISES. (K) CONSTANTLY TRAINING OF STORE MANAGERS AND STORE SALES STAFF IN THE LATEST DEVELOPMENT IN RETAIL SECTOR, I:E, BRAND IMAGE. BOOKING OF ONLINE ORDERS. PREPARE STAFF FOR DOOR DELIVERIES. (L) COORDINATE WITH ALL THE DEPARTMENTS FOR TIMELY SETTLEMENTS. 3. SCOPE OF AUTHORITY : – (A) recommend transfers. disciplinary action of store personnel in accordance with company policy (B) Assign specific working program to store manager during visit. (C) check quality of merchandise. analyze sale and take action for clearance of slow sellers. (D) regroup of merchandise. ADVICE transfer of MERCHANDISE AS required. redo norms as per season. (E) Selecting suitable candidates and training and induction of personnel in to store. (F) RENEGOTIATION OF RENTALS TO KEEP THE OCCUPANCY COST WITHIN THE PARAMETERS. (G) SELECTING THE SUITABLE PLACE IN THE MARKET AND NEGOTIATE RENT WITH LAND LORDS FOR EXPANSION UNDER GUIDANCE OF RSM. (H) NEGOTIATING WITH INVESTORS AND APPOINT AS FOCO FRANCHISEE ON THE TERMS SET BY THE COMPANY. (I) SELECTING CANDIDATES FOR THE POST OF MANAGERS AND STAFF FOR THE STORES AND TRAIN THEM AS PER THE SCHEDULE AND POST THEM IN STORE AS REQUIRED. (K) DISCUSS WITH RSM FOR RENOVATION OF STORE / RELOCATION OF STORES. 4. MANAGEMENT TOOLS FOR REVIEW : – (A) Store daily mirror, STAFF DAILY MIRROR, area performance/prosperity card/ regions prosperity card, (B) MULTIPLE BILLING/TICKET SIZE, MAINTAN WALKINS REGISTER AND CONVERSION RATE, (C) STORE FROFITABILITY ANALYSIS, BRAND WISE CONTRIBUTION, STOCKS & SALE RATIO. (D) STORE SHOP SOILED, CUSTOMER CALIMS, DISCOUNT & REDUCTION. (E) RETAIL CALENDER AND EVENTS, FESTIVALS. MARRIAGES, SCHOOL SEASON. (F) TRAVELING AND WORKING PROGRAMS. (G) STORE OPERATIONAL MANNUAL, TRAINING PORTALS, ONLINE PORTALS, (H) STATUTARY COMPLIANCE. LOCAL LABOR ACT & MINIMUM WAGES ACT, MUNICIPAL BY LAWS. SHOP ACT TRADE LICENCE. 5. SPECIFIC / CHALLENGING TASKS :– (A) ACHIEVING THE TARGET OF 9Cr, (B) KEEPING THE CONTROLS ON FIXED EXPENSES, OCCUPANCY COST AT 16% (C) HR COST AT 6% -8%, (D) ELECTRICITY 2%. (E) DISCOUNT AT 8%-10% (4 FACTORY OUTLET) (F) FINDING RIGHT LOCATION FOR EXPANSION / RELOCATION OF STORE/RENEWING LEASE (G) FINDING THE RIGHT PERSONNEL FOR RECRUITMENT OF STORE MANAGER’S POST. 6. INTER DEPENDENCE WITH OTHER DEPARTMENTS :- (A) H.R DEPARTMENT FOR CREATING EMPLOYMENT CODE AND OTHER RELATED SETTLEMENTS OF STORE PERSONNEL.TIMELY F&F SETTLEMENT OF EMPLYOEES. (B) PROJECT FOR OBTAINING NECESSARY APPROVALS FOR LAYOUT PLAN FOR NEW LOCATIONS/ REPAIRS AND MAINTENANCE WORK. (C) FINANCE/ACCOUNTS DEPT, FOR APPROVALS ON TRAVELING AND SETTLEMENT OF PENDING RENTS/ APPROVAL FOR INCIDENTAL/MAINTENANCE EXP.OF STORE. (D) IT DEPARTMENT FOR INSTALLATION OF SOFTWARE IN SYSTEMS AND RESOLVING GLICHES WHICH FREQUENTLY CROPS UP. (E) MERCHANDISING DEPT. FOR PROCUREMENT MERCHANDISE & SEASONAL PLANNING OF AIO/BFT, INTERTRANSFERS. SELECTION OF MERCHANDISE FOR EOSS, CATEGORISATION OF STORES AND PLANNING OF MERCHANDISE, MERCHANDISING PLAN FOR NEW STORE, (F) MARKETING DEPARTMENT, FOR TIMELY INSTALLATION OF BRANDING & SIGN BOARD. ADVERTISEMENT SCHEDULE. BUSINESS CALENDAR, ADVERTISEMENTS. STAFF UNIFORM. 7. DEVELOPMENT OF PEOPLE :- (A)WE HAVE TO PROMOTE THE PEOPLE AS PER PERFORMANCE, (B)ENCOURAGEMENT OF JOB PROFILE IE: SALES EXECUTIVE TO STORE MANAGER, STORE MANAGER TO A.ASM, 8. ADDITIONAL NOTES (IF ANY): – (A) AS WE ARE DEPEND ON VARIOUS DEPARTMENTS AT H.O TO EXECUTE OUR JOB ON TIMELY, ALL THE DEPARTMENTS NEED TO BE INTEGRATED SEEMLESLY FOR TIMELY ASSISTANCE TO US, (B) WE SHOULD GIVE SALARY INCREAMENT AS PER PERFORMANCE BASE, EVERY ONE / ONE & HALF YEAR TO KEEP FAITH/OBEDIENT ABOUT THE COMPANY, Show more Show less