Sr. Director, Retail Sales

World Fuel Services   •  

Overland Park, KS

15+ years

Posted 186 days ago

This job is no longer available.


POSITION SUMMARY – This position is primarily responsible for developing long term contracted sales relationships with the top tier key Retail accounts.

This position organizes, manages and implements selling strategies for fuel sales and Sales Executives within while developing and managing  new and select existing customers  while maintaining internal rate of returns on all offered products and programs.

III.KEY RESPONSIBILITIES – Briefly list 5 – 7 primary responsibilities of the position.

Market Knowledge – Requires a clear understanding the needs of customers needs in various targeted Retailchannels as well as overall Retailcustomer dynamics in the US.  Stay abreast the continuously changing customer needs with respect to fuel procurement. Monitor the competitive landscape to ensure WFS is responding to threats on a timely basis; by ensuring sound pricing policies and adequate supply based on customer demand.  

Expand Sales Channel - Accurately forecast respective regional opportunities and develop monthly and annual sales targets. Aggressively identify, develop and support new sales opportunities by conducting prospecting visits to major airports, FBO’s, suppliers and vendors while engaging all parties to initiate business.   Find innovative ways to penetrate markets/accounts and build sales pipeline by developing relationships with top tier prospects, partners and customers.    

Negotiate/Sell/Account Maintenance – Work with Regional RetailSales Managers and Executives to develop their ability to produce sales proposals that maximize sales volume, profitability and offer  and implement  detailed WFS solutions keeps customer interest and attention on WFS’s offerings.  Cultivate and maintain strong working relationship with WFS’s Business Aviation customers.  Identify, coordinate and manage potential cross-selling opportunities with all WFS’s product lines and sales departments.

Management - Build and maintain a strong executive sales force by recruiting, selecting, orienting, training and managing performance of the sales team.  Lead, motivate and engage the sales force through field support and providing quality and timely feedback.   Conduct weekly sales meetings and quarterly business reviews to ensure effective selling and efficient engagement of aligned resources. Ensure respective sales people are managing their activities and calendars and are optimized in the most effective manner.  Review and approve all expenses associated with the team and ensure region area achieves operating expense targets.


Understand and implement corporate strategy and concepts to strengthen and influence pertinent sales decisions. 

IV.   INFORMATION PROCESSING – Provide one or more examples of what this position is required to do with regard to receiving, analyzing and taking action on information/data received.  From what sources does this position receive information or material with which to perform its responsibilities?  Is the information in a standardized format?  From one or multiple sources?  Does this position report issues, recommend action, or initiate action? 

This position requires the ability to define problems, collect data, establish facts, and draw valid conclusions.  It requires the ability to interpret complex customer requirements and attitudes from verbal, non-verbal, and written communication.   It exercises resourcefulness and ingenuity to interpret policy in situations where considerable variation or interpretation is possible.  It requires the ability to read, analyze, and interpret complex documents and the ability to respond effectively to sensitive inquiries and complaints.

V.   LATITUDE – Within the responsibilities of the position, give some examples of what latitude the position has to make a decision and take action?  Is the position guided by specific rules, by company procedures, by policies, or other boundaries?  What latitude does the position have to interpret or establish a precedent or policy?

This position requires the ability to make sound business decisions in a highly competitive, fast moving environment.  This position must make decisions related to managing pricing for existing and prospective customers to achieve maximize sales volume and profitability while keeping the customer’s interest and attention on WFS’s offerings.  The position is guided by specific corporate rules relating to revenue, expenses and returns.

VI.   TYPE AND NATURE OF CONTACTS – As a normal part of the job, what are the typical internal and external contacts for this position (excluding subordinates or manager).  How frequently do these contacts typically occur (daily, weekly, occasionally)?  What is the most typical purpose of these contacts? 




External Customers


Proposals, Negotiations, Problem Solving, Promoting new Opportunities

Supply/Pricing Department/Dispatch


Reporting, Pricing Issues, Problem Solving, Developing Opportunities

Sales Team


Manage Internal Staff

Vendors or Suppliers


Negotiations, Problem Solving, Developing Opportunities

Customer Service (SalesSupport)


New Proposals, Customer Complaints or Concerns

Finance/Accounting Department


Reporting, Problem Solving

Executive Staff


Strategic Planning

VII.   INDIVIDUAL IMPACT – To what extent do the actions of this position have an effect on the organization, either positive or negative?  How much of the organization is affected or how big in magnitude is the impact of decisions made by this position?  In the event of a typical error, what is the potential impact, and how would that error be discovered?

This position can have a significant impact both positive and negative to the organization.  This position directly interfaces with existing and potential customers.  If there is a positive impact, the organization could experience a growth in revenue or profit.  If there is a negative impact, the organization could experience a loss in revenue or profit.  In the event of a typical error, the impact could mean the loss of an existing account or the loss of a new customer.

VIII.   SUPERVISORY / LEADERSHIP RESPONSIBILITY – To what extent does this position exercise influence over the actions of others?  Does the position directly supervise other employees?  How many and what types of employees?  Does the position provide leadership or project management to other teams, etc.?

This position is responsible for hiring, mentoring, coaching, managing and motivating a team of regional territory sales executives.  This position provides leadership with a focus on results, ability to drive change, promote teamwork, build trust and respect, communicate and share information and understand market and customer perspectives.

IX.   EDUCATION – What level of formal education is typically required for successful performance of this job?  Check the box that you feel is most appropriate.  This is what is required for the job, not necessarily the qualifications of the incumbent.

High School graduation or equivalent (GED or other certificate)

Associate’s Degree, Technical School diploma, or other two-year program.  What specific area?


Bachelor’s Degree (BS, BA, etc.)  What specific area?

College graduate in relevant discipline (i.e. Commerce/Business or Marketing)

Master’s Degree or equivalent (MS, MBA, JD, etc.)  What specific area?

Post-Graduate qualifications such as MBA or Masters in a relevant discipline (i.e. Business, Marketing etc.) is preferred