• Daily reviewing the thorough put sales & collection of Sales team and Route sales employees.
• To initiate and coordinate with the sales team the ways to meet their respective PJP & to ensure they visit minimum 15 to 25 counters on daily basis.
• Ensure joint weekly visits to support & guide in case of any challenge faced by the team
• Maintain good relationship and attend key counters of Dar outskirts.
• To visit Garages, Body shops and conduct trainings for painters for auto products.
• To strategize and achieve company’s sales & collection targets efficiently.
• Ensure to have effective ways for increasing shop & market share of the organization.
• To work upon enhancing the reach & extraction of the brands for the company.
• Competitors information / Key account negotiation, Coordination & to report market input on timely basis to the Management.
• To focus & develop ways to have effective in shop merchandizing, displays & visibility.
• To do customer satisfaction survey once a quarter in order to know grey areas in service/ brand presence/ margins/ product demand.
• Establish a relation with the sales department and potential partners in order to ensure a controlled and healthy development of Brand.

·      On an ongoing basis, seek out and implement opportunities for continuous improvement within the market domain.

·      Comply with all Company policies and operational standards, including those in relation to integrity, health, safety, environment and community.

• A degree in Business management, sales & marketing of related field

Experience

• At least 10 years plus experience in trade/distribution channel, preferably from Paints Company handling auto products or Lube Company or Building material companies
• He should be fluent in Kiswahili language and should be a Tanzanian or Kenyan.

As an employee, you are accountable for the following:

1. Committing your best endeavours and full capability to the work assigned to you by your manager ( Doing your best);
2. Advising your manager if you do not understand the work that he/she has assigned to you, or if the assignment does not fit with your knowledge of the circumstances, current skills or available time and resources;
3. Advising your manager of any situations or conditions that could create obstacles to, or opportunities for, the work of the managerial team or company;
4. Demonstrating work behaviours consistent with the company Values and work within prescribed boundaries, including required behaviours, company policies, standards, procedures and legislation requirements;

5.     Disclosing timely information to manager when accountability cannot be met within limits or can be met with less time or resources than planned.

1. His/her own personal effectiveness as an employee of the company in accordance with Part A above;

2.      The outputs and working behaviours of your subordinates;

1. Building and sustaining a team of subordinates capable of producing those outputs;
2. Continuously improving the processes used by the team in delivering outputs;
3. Modeling work behaviours for your subordinates, consistent with the company Values;
4. Exercising effective managerial leadership (including exercising the Managerial Leadership Practices outlined below) in relation to your subordinates.

As a managerial role holder, you have authority for the following:

1. Vetoing the appointment of a proposed new subordinate;
2. Assigning tasks to a subordinate;
3. Reviewing, recognizing and recommending reward for the performance of a subordinate;
4. Initiating removal of a subordinate from role.

PART C – MANAGER-ONCE-REMOVED (MoR) ROLES

As a MoR role holder, you are accountable for the following:

1. His/her own personal effectiveness as an employee of the company in accordance with Part A above;
2. His/her effectiveness as a manager in accordance with Part B above;
3. Ensuring the quality of leadership being exercised by immediate subordinate managers;
4. Establishing and sustaining Subordinate once Removed (SoR), cross functional working relationships between specific roles;
5. Assessing the Current Potential Capability of SoRs and maintaining a talent pool;
6. Mentoring SoRs regarding career development;
7. Determining successors for immediate subordinate roles;
8. Recruitment of SoRs by selecting a list of candidates from which an immediate subordinate manager may make a choice for filling a specific role.

As a MoR role holder, you have authority for the following:

1. Vetoing the appointment of a proposed new SoR;
2. Deciding SoR appeals regarding unfair treatment;
3. Deciding on transfers, promotions, demotions and de-selection by following a due process of SoRs;