Sr. Go-To-Market and Process Analyst

Watch here to see what it's like to work at Red Wing Shoe Company.

Red Wing Shoe Company is based in Red Wing, Minnesota, just 40 minutes from St. Paul, where our corporate office sits along the Mississippi River in downtown Red Wing.  We are a global company with 2300 employees around the world, but we maintain a close-knit family atmosphere that comes with being a privately-held company. We’re rich in history and tradition, but innovation drives us to deliver best-in-class product solutions and highly rated customer experiences.  Focus on our employees and company culture results in meaningful employee engagement across the organization. Our Guiding Behaviors of Living our Values, Honoring our Brands, Inspiring our People, Centering on our Customers, and Preserving the long term success and legacy of our Company are the foundation on which we build our future.

Our comprehensive benefits package for full-time employees includes medical, dental, and vision coverage, along with health savings and flexible spending accounts, life and disability insurance, generous paid time off and holidays, a 401(k) match, employee discounts, and valuable well-being benefits like free EAP services, financial planning assistance, and well-being coaching all designed to support your health and financial security.

The targeted hiring range for this full-time position is $73,600 - $99,400 depending on qualifications; however, the expanded salary range provides opportunities for advancement. Our salary ranges are determined by role, level, and job location. Within the range, individual pay is determined by factors including job-related skills, competencies, experience, and relevant education, training or a combination of these things and market demand. Your recruiter can share more about the specific salary range and benefits for your location during the hiring process.

Red Wing Shoes is seeking a Sr. GTM Process Analyst to join our Revenue Operations team, supporting our Industrial sales channel. The Senior Go-to-Market and Process Analyst is responsible for supporting the definition, execution and adherence of go-to market plans and operational process for our Industrial Sales teams. Taking a customer first approach, this role will play a critical role in helping operationalize how our products, services and experiences are brought to market through our Industrial channel in a way that drives profitable, scalable growth while exceeding expectations. 

Essential duties include: 

• Drives execution of annual financial and operating plan by partnering with Sales Leaders and Cross-Functional COE’s to create and deliver customer facing enablement tools and communications.​
• Partner cross functionally to foster innovation by researching new technologies, enhance communication and streamline processes.
• Define and identify future customer segmentation and white space opportunities in partnership with Sales, Product, Marketing and Revenue Operations Leadership.
• Identify and escalate opportunities and risks at the right time for the right stakeholders (Sellers, Sales Leaders, COE’s, Executive Team)​.
• Work with the industrial sales organization to analyze existing and planned business operations to identify optimal model(s) for market expansion, sales growth, and profit conversion.
• Partners with Sales and COE Leaders to define and implement scalable, revenue driving plans and operational processes in support of GTM strategies.​
• Owns and executes against Industrial go-to-market processes. (i.e. New Customer Setup, New Product and Program Introductions, Sales Meeting Support, System Integrations, etc.).​

Bachelor’s degree in a related field of study, with a minimum of 5 years related to leveraging customer analytics to help make informed business decisions and end to end business process development; or an equivalent combination of education and experience. 

Required Knowledge, Skills, & Abilities: 

• Excellent communication and interpersonal skills with experience influencing and building relationships within a matrixed organization while taking a customer first approach. 
• Demonstrated ability to define operational efficiencies and processes, and to guide cross functional partners with implementation.
• Strong financial acumen with ability to identify and manage through revenue related risks
• Proficiency with technical systems such as CRM and other sales focused tools and technologies.
• Demonstrated ability to build strong partnerships in a networked, geographically dispersed environment and get results through influence and collaboration with organizational partners.
• Strong communication and analytical skills required, including the ability to interpret and articulate business needs and challenges.
• Exhibits knowledge and ability to incorporate emerging industry and technology practices when solving business problems.
• Understanding of sales incentive programs that align with business goals and drive expected behaviors.

WORK ENVIRONMENT:

This role is Hyflex; both remote and in-person at our Red Wing Headquarters. Occasional annual business travel may be required.

Red Wing Shoes is an Equal Opportunity Employer.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
Individuals with disabilities needing assistance in completing an application may contact [email protected] or call 651-388-8211.

Please view Equal Employment Opportunity Posters provided by OFCCP at https://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm

All offers of employment are contingent on satisfactory results of a background check.

Red Wing Shoe Company, Inc. is a drug-free workplace.

Red Wing Shoe Company will not be using recruitment agencies or firms to fill this position and we will not accept unsolicited resumes or candidate information. No agency calls please.

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)