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Job Details


Requisition Number 17-0040
Post Date 6/16/2017
Title Sales Manager PG Mission Critical
City Irvine
State Ca
Description

This job is located in Renton, WA.

Supports several aspects of a function's Functional Excellence efforts. Conducts functional analysis to identify development needs and process improvements. Coordinates and monitors improvement projects of varying complexity and size in assigned functional area. This position may provide exposure to multiple Cummins business units and sub-functions. Key Responsibilities Participates in the development and implementation of global functional excellence initiatives. Assist with the Implementation of learning and development programs for the function; Assists in communicating the direction and specific information concerning the function to stakeholders. Is engaged in managing global position profiles and functional skill competency. Participates in COS assessments. Helps develop Functional Excellence Assessments. Assists with Functional Talent Management processes

Requirements Skills

COS - Able to demonstrate competent understanding and usage of the COS ten practices and functions as a method of continuous improvement to support the business.

Facilitating Internal Relationships and Consensus - Understands tools & techniques needed to pull a broad mix of people and related skill bases together for a common purpose and goal. It will often involve ability to influence because people on your team will very rarely report directly to you as a leader. Group dynamic techniques to have an individual or group work through a challenging issue, probe for issues/concerns and drive to consensus.

Manage Customer Relationship - Uses an appointment tracking system, documents call plans, meeting notes and action items. Has established rapport, delivered on commitments, and developed a positive relationship with customers. Identifies decision makers and those influential in the decision process and effectively communicates with them. In managing this relationship, displays core values (e.g. empathy, etc.) and is able to adequately interrogate matter to identify root concerns.

Develops Systems and Processes - Solid understanding of how to develop systems and process. Applies systems and processes to improve and complete work at a team/departmental level. Works to eliminate system and process inefficiencies and roadblocks. Demonstrates consistent use of structured work documentation (e.g. communication channels, work steps, procedures, checklists, or flow charts).

Innovate - Solid understanding of innovation skills and approaches. Takes initiative to generate new ideas within scope of responsibility. Seeks perspectives of others when solving problems or improving processes. Seeks advice when considering risks.
Demonstrates willingness to consider new possibilities.

Analyze Issues - Solid understanding of how to analyze issues. Demonstrates use of analysis skills to learn and analyze information in a timely way. Understands complex concepts and problems and identifies how they relate to key processes. Applies accurate logic in solving problems. Differentiates what is critical and what is important while not getting bogged down in details.

Tolerance of Ambiguity - Can decide and act without having all the details of a situation. Tolerates uncertainty. Can comfortably assess the risk of uncertainty. Acts resourcefully when dealing with ambiguous situations. Shows great evidence of the skill being performed and can use the skill to accomplish required job tasks.

Influencing - With minimal supervision is effectively able to encourages others to change their mindset and/or behaviors to achieve positive results. Presents convincing justification for others to accept ideas and plans. Encourages the open expression of opinions and disagreements. Shares responsibility for defining and structuring the work to be done. Effectively gains commitment with others to produce high quality work.
Commands the respect and attention of others. Motivates people to take action. Engages in constructive problem solving with others. Pays attention to and seeks to understand others. Establishes trust and credibility in relations to others. Capitalizes on influence and relationships to establish strategic advantage. Enlists the support of his or her management to influence other senior managers.

Six Sigma - Understands the basic principals of the Six Sigma program and participated on a Six Sigma project team.

Minimum of 5 years of electrical or mechanical equipment sales experience in Data Center sales account management or similar project management experience.
Experience in growing significant customer relationships interfacing with executive level decision makers
Experience with large customer management and with strategic customer management.


Additional Responsibilities Unique to this Position



Engage executive-level Data Center decision makers by demonstrating a thorough understanding of their business strategy and communicate the value proposition offered by Cummins Inc.
Account plan development strategies and implementation to positively influence high level decision makers and create a Cummins preference.
Respond to RFP solicitations, leading the development of formal proposals that are professional and effective. After the sale prepare responses to RFI's and initiate change-order proposals as needed
Understands key strategic accounts, including industry trends, business objectives and operational issues. Develops relationships throughout the strategic accounts and connects strategic Data Center solutions.
Coordinates with Operation, Finance and other internal Cummins groups as needed to effectively execute strategic Account Plans.
Assist the Cummins marketing group as needed for trade shows and other promotional events.







  • Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
  • Please view Equal Employment Opportunity Posters provided by OFCCP here.
  • 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)
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