Managing Director, Direct-To-Consumer (Retail)

NOTE: This role is based out of Red Wings headquarters in Red Wing MN with a HyFlex work model that blends in-office work availability with remote flexibility. The candidate must live within a commutable distance to Red Wing MN to maximize collaboration efficiency and community. 

We are seeking a visionary and results-driven Managing Director DTC to lead our Direct-to-Consumer business responsible for the development and execution of business development strategies to grow the DTC business in alignment with broader North America Work Hunt and Lifestyle business objectives.

This role will lead the DTC Regional Directors and Mobile Unit Sales Manager ensuring effective execution of growth and operational strategies in the field and attainment of revenue and profitability goals. They are responsible for working collaboratively with the Industrial and Wholesale sales leaders as well as E-commerce Product Creation Demand Planning Marketing Finance Revenue Operations and other RWSC cross functional teams supporting the Field Sales Organizations to drive profitable revenue growth.

Transformational Leadership is the key to success.  This role will be responsible for empowerment of their teams being a strong role model who lives by and continually demonstrates their personal and company values in all that they do.  We are seeking a credible leader who inspires others with positive change motivating their team by creating a clear vision encouraging innovation and fostering personal growth while creating an environment where trust and enthusiasm is built. 

Essential Duties:

• Responsible for defining and executing the North America Direct-to-Consumer growth strategy for both Company and Dealer Owned stores in collaboration with cross-functional corporate partners and field sales leaders.
• Partners with Revenue Operations Industrial and Wholesale leaders to drive channel alignment and maximize growth opportunities across all channels.
• Creates and nurtures profitable customer relationships by partnering with our largest customers and industry partners to build and deliver both annual and long-range comprehensive growth plans.
• Collaborates with Product Creation Marketing and Revenue Operations to define product assortment and segmentation strategies build and execute channel go-to-market plans and grow market share to drive topline revenue and store profitability growth. 
• Leverage sales team and customer intel along with insights and analytics to inform the monthly SIOP forecasting and annual planning processes to ensure the right inventory is in place at the right time.
• Champions the needs and long-term objectives of our dealer partners store managers and front-line associates by aligning cross-functional teams around our largest opportunities driving continuous improvement and working to maximize store profitability.
• Work cross functionally to deploy and enable adoption of processes tools selling programs and training in support of growth strategies; ensures sales team is leveraging sales methodology effectively managing sales pipelines and accountable to delivering defined annual front-door and back-door revenue goals.
• Achieve financial objectives by forecasting requirements; preparing an annual budget; scheduling expenditures; analyzing variances; initiating corrective actions
• Manage assigned staff: provide clear goals and expectations; ensure clarity of roles and responsibilities; coach; manage performance; develop; salary administration; enforce systems policies and procedures; recruit select and onboard new employees.

Qualifications :

Education and Experience:

• Bachelors degree (B.A./B.S.) from four-year college or university and minimum of five years of related leadership experience in sales management business marketing or a related field of study; or equivalent combination of education and experience.
• Experience using a CRM such as Salesforce is preferred.
• Demonstrated success in effectively leading sales teams in a highly networked organization
• Experience creating and implementing successful sales initiatives in various channels.
• Experience in selling premium footwear/workwear preferred.

Knowledge Skills and Abilities: 

• Proven business leadership with deep knowledge of U.S. retail markets operations and multi-market dynamics.
• Strong financial and business acumen with the ability to assess opportunities build strategic account plans and drive revenue growth.
• Exceptional communication and interpersonal skills; able to influence negotiate and build lasting relationships with stakeholders and consumers.
• Demonstrated ability to identify customer needs deliver tailored solutions and close high-impact deals that align with business goals.
• Expertise in leveraging market insights and consumer trends to identify growth opportunities and guide strategic expansion.
• Experienced in leading high-performing sales teams managing robust pipelines and consistently exceeding KPIs.
• Technologically savvy with strong proficiency in Microsoft Office Suite and capable of leveraging digital platforms for development and communication. 
• Adept at cross-functional collaboration and driving results through influence and partnership across the organization.
• Skilled in interpreting complex business challenges and translating them into actionable strategies and solutions.

Additional Information :

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 or call .

Please view Equal Employment Opportunity Posters provided by OFCCP at  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 contractors legal duty to furnish information. 41 CFR 60-1.35(c)