• Ensures Health and Safety is the number one priority by complying with all safe work practices, policies, and processes and acting in a safe manner, always • Create, establish, and implement basic sales expectations, and coach branch level leadership to hold all sales representatives to the Climate Control sales standard • Responsible for coaching and mentoring branch managers and Sales Representatives within respective region • Manage organizational sales by developing a business plan that covers sales, revenue, and expense controls • Meet planned sales goals and increase revenue within the region • Set individual sales targets with the sales team and branch managers • Collaborate and synergize with a variety of leaders across the company to promote capabilities with the intent to cross-sell products, solutions, and services • Execute and implement divisional sales strategies in conjunction with Director of Sales within designated region • Monitor competition relevant to area of responsibility for new opportunities or trends in the market, develop action plans for growth or change in response to these trends • Lead, coach, and mentor branch level leadership and sellers to promote all heating, cooling, drying, and indoor air quality solutions across all market segments • Develop and execute a 12-month strategic sales calendar which would include but is not limited to: Sales Training, Market segment focus, commercial opportunities, construction opportunities, and seasonality specific to region goals

• Own and close large enterprise deals ($100K+ ARR) through multi-touch sales cycles • Partner with Marketing and Product teams to align messaging and GTM execution • Coach AEs through complex negotiations and long sales timelines • Monitor performance via Salesforce and Gong, identifying areas for optimization • Collaborate with revenue leadership on growth strategy and outbound motion • Help refine sales processes, playbooks, and team enablement efforts

• Build architecture (objects, fields, page layouts) and automation (workflow rules, process builders, approval processes) on the Salesforce platform • Build declarative components (Apps, Lightning Pages) in Salesforce Lightening • Create on-record analytics (roll up fields, formula fields, record-level reports) in Salesforce • Configure the Nonprofit Success Pack (NPSP) objects, custom settings and account model • Install and configure applications from the Salesforce AppExchange such as email, social media, financial management, online payment, SMS, and form building applications • Install and configure proprietary applications as needed • Define appropriate data model and system architecture from business requirements for defined deliverables • Create comprehensive technical documentation appropriate for both engineering and clients • Create written recommendations, outlining multiple solution designs and considerations for each • Discuss data model considerations internally and with clients • Design mock ups of custom pages • Rapidly prototype solutions and integrate feedback to support iterative development cycles

• Administer sales compensation plans with key stakeholders to ensure accurate and timely performance calculations and sales compensation payouts • Serve as a first responder to the Sales team: research and resolve commission-related inquiries from the Sales team (e.g., system access issues, transaction disputes, credits, and payment calculations) • Validating calculations, commission rates, metrics, participant in audits • Create Governance Board decks in partnership with Sr Manager • Partner with Finance and Sales Operations to retrieve results for incentive calculation purposes • Perform analysis to determine the impact to company and to the individual for any proposed changes to incentive plans for Agency line of business • Leverage market trends to shape Sales Incentive plans that boost employee retention rates • Perform external benchmarking studies to evaluate the effectiveness of our plan • Interpret applicable market trends, data, and conduct feasibility studies to advise leadership on necessary compensation program adjustments, improvements, and exceptions • Collaborate with People Business Partners and Payroll teams to process new hires, terminations, and transfers; set up new hires in line with plan policies and procedures • Assist with monthly and quarterly analyses to measure compensation plan performance including variance to budget, correlation between result and payouts by individual contributor and manager • Track compensation plan results and analyze sales Incentive plan effectiveness in achieving business goals/strategy • Proactively engage across Sales Business Groups to drive improvements through organizational knowledge and deep understanding of business performance • Participate in the process of creating recommendations through insights and modelling for stakeholder reviews, future design cycles.