Regional Sales Manager II at Benefit Resource, LLC in Chicago, Illinois

Job Description:

Remote Opportunity!

Job Summary/Purpose:

The Regional Sales Manager is responsible for driving revenue in their assigned geographic territory by selling BRI’s products and services to employers in their given segmentation.  The Regional Sales Manager does this by developing an actively referring network of group benefits brokers and influencers.  The Regional Sales Manager delivers value to brokers and clients by developing deep industry and product knowledge and becoming a resource for information, guidance, and recommendations.

Essential Job Duties and Responsibilities: 

• Achieve assigned sales quotas while following company sales processes

• Effectively respond to Request for Proposals/Information (RFP/I)

• Maintain current and accurate data in CRM

• Ensure and submit proper, accurate, timely and complete sales and service orders.

• Effectively perform product/service demonstrations on-line and in person.

• Actively seek out and develop new broker relationships to refer BRI business

• Develop and expand existing referring broker relationships

• Manage key customer relationships and participate in closing strategic opportunities

• Monitor customer, market and competitor activity and provide feedback to company leadership team and other company functions

• Continually develop knowledge of the business climate, applications and competition for their defined geography and accounts

• Travel for in-person meetings with customers and partners and develop key relationships

• Conduct platform and software demonstrations during the sales process

• Meet with existing customers to discuss their evolving needs, sell them additional products and to assess the quality of our company’s relationship with them

• Maintain professional knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.

Education and Experience:   

Bachelor’s degree and a minimum of 2 years’ - Small Market, 5 years Large market territory outside sales experience or the equivalent combination of education and experience. 

Knowledge, Skills, and Abilities:

• Thorough knowledge of state and federal compliance issues and IRS regulations as they pertain to employee benefits including, but not limited to, Section 125, Section 105 and Section 132 Plans as well as ERISA, HIPAA, FMLA, HSA and COBRA regulations.

• Ability to maintain confidentiality of records and information.

• Ability to communicate (orally and in writing) with clients, prospects, and other staff members in a professional manner and with a positive customer service presence.

• Ability to develop strong client relationships.

• Excellent interpersonal skills and customer service orientation.

• Strong organizational skills including the ability to manage multiple projects and details simultaneously.

• Ability to create, compose, and edit written materials.

• Strong problem solving and analytical skills.

• Proficient with administrative software (e.g., MS Word, PowerPoint, Excel).

• Excellent attention to detail.

• Demonstrated and proven sales results

• Proficient computer skills, including Microsoft Office Suite

• Able to analyze data and sales statistics and translate results into numbers and solutions

• Experienced at preparing and presenting quarterly goals and forecasts for future projects; experienced at compiling and following strict budgets

• Experience with word processing, internet browser and email required

Special Requirements:

• Must possess a valid driver’s license free from major infractions at the time of hire and throughout employment.

• Occasional overnight travel.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor 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. 41 CFR 60-1.35(c)

Sales

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