Manager I, Operations Mgmt

Position Summary

The REPH Coplogic Sales Manager is responsible for the onsite leadership, sales performance, people development, and operational effectiveness of the REPH Coplogic Sales organization.

This position leads frontline supervisors and team leads, ensures consistent execution of sales strategies and operating standards, and translates business direction into measurable operating plans. The role is accountable for revenue attainment, agency conversion, pipeline management, productivity, quality, workforce readiness, and customer expectations.

The Operations Manager also serves as the primary liaison between the REPH sales organization, onshore Coplogic Sales Leadership, REPH Leadership, and key cross-functional partners. The position enables senior leadership to remain focused on strategy, growth, and executive priorities by ensuring effective day-to-day execution.

Essential Duties and Responsibilities

1. People Leadership and Team Management

• •Provide direct leadership, coaching, and development to frontline supervisors and team leads.
• •Establish clear performance objectives, accountability standards, leadership expectations, and operating rhythms.
• •Conduct regular one-on-one and group leadership meetings with supervisors.
• •Foster a culture of engagement, ownership, collaboration, transparency, and continuous improvement.
• •Serve as the primary escalation point for sales-related people, performance, process, and customer issues.
• •Build leadership capability through structured coaching, mentoring, development planning, and succession management.
• •Ensure business priorities, decisions, and communications are effectively cascaded to frontline leaders and sales teams.

2. Sales Performance Management

• •Own the overall sales performance of the REPH Coplogic Sales organization.
• •Drive achievement of revenue, agency conversion, sales activity, productivity, and pipeline goals.
• •Establish and maintain performance dashboards, business reviews, and operating routines.
• •Analyze performance trends, identify emerging risks, and implement timely corrective actions.
• •Ensure consistent execution of sales strategies, processes, and performance standards across teams.
• •Reinforce individual and team accountability while maintaining a coaching-first approach to performance management.

3. Sales Coaching and Capability Development

• •Establish and maintain a structured coaching framework for supervisors, team leads, and sellers.
• •Conduct periodic coaching and development sessions with frontline leaders.
• •Review sales calls, product demonstrations, and customer interactions for quality and effectiveness.
• •Partner with Training and Development to identify capability gaps and implement appropriate learning interventions.
• •Support new-hire training, certification, continuing education, and productivity-ramp initiatives.
• •Facilitate best-practice sharing and consistent sales execution across leaders and sellers.
• •Develop a sustainable pipeline of future frontline leaders.

4. Pipeline Management and Forecasting

• •Maintain visibility into opportunities across the REPH Coplogic sales pipeline.
• •Conduct recurring pipeline and opportunity reviews with supervisors.
• •Monitor pipeline coverage, progression, opportunity aging, stalled deals, throughput, and conversion performance.
• •Ensure Salesforce data integrity, documentation quality, and adherence to established sales processes.
• •Provide accurate and timely sales forecasts to Coplogic and REPH Leadership.
• •Identify and escalate pipeline or forecasting risks that may affect business performance.

5. Operational Excellence and Continuous Improvement

• •Ensure sales processes and standard operating procedures are documented, maintained, and consistently followed.
• •Maintain appropriate governance of process documentation and SharePoint content.
• •Identify workflow gaps, inefficiencies, control issues, and improvement opportunities.
• •Lead operational improvement and process-transformation initiatives.
• •Support the implementation and adoption of sales tools, automation, technology, and AI-enabled solutions.
• •Monitor adherence to key performance indicators, service-level agreements, quality requirements, and documented operating standards.
• •Partner with Sales Operations and support functions to strengthen reporting, analytics, data quality, and decision-making.

6. Workforce Planning, Recruitment, and Onboarding

• •Partner with Human Resources and Talent Acquisition to develop staffing and hiring plans aligned with business demand.
• •Support demand forecasting, capacity planning, resource allocation, and workforce management.
• •Participate in candidate assessments, leadership interviews, and selection decisions.
• •Ensure the effective onboarding, training, deployment, and integration of new hires.
• •Maintain staffing levels and workforce readiness necessary to achieve business objectives.
• •Monitor hiring quality, retention, productivity ramp, and organizational capacity.

7. Cross-Functional and Stakeholder Management

• •Serve as the primary REPH sales leadership liaison with U.S.-based Coplogic Sales Leadership and Business Unit partners.
• •Build effective partnerships with Product Management, Sales Operations, Customer Solutions, Implementation, Training and Development, Salesforce Support, Quality, Compliance, Human Resources, and Talent Acquisition.
• •Represent REPH Coplogic Sales in leadership reviews, operational discussions, and strategic planning sessions.
• •Facilitate the timely resolution of cross-functional issues and escalations.
• •Maintain clear, consistent, and transparent communication between REPH teams and business stakeholders.
• •Translate organizational priorities and decisions into clear actions for frontline leaders.

8. Strategy Execution and Organizational Growth

• •Translate strategic direction into measurable and executable operating plans.
• •Lead the deployment of new products, processes, territories, sales programs, and business initiatives.
• •Support expansion into new states, market segments, and business opportunities.
• •Support the execution of multi-product selling strategies.
• •Lead sales-transformation and organizational-scaling initiatives.
• •Ensure operational, workforce, and leadership readiness for business growth.
• •Monitor initiative adoption, launch readiness, risks, dependencies, and milestone completion.

Leadership Competencies

The successful candidate is expected to demonstrate the following:

• •Business and Commercial Acumen: Understands business priorities and connects operational decisions to sales and customer outcomes.
• •People Leadership: Develops leaders and employees through coaching, accountability, and meaningful development opportunities.
• •Execution Excellence: Converts strategies into clear plans, actions, measures, and results.
• •Operational Discipline: Establishes sustainable processes, controls, operating rhythms, and performance standards.
• •Strategic Thinking: Anticipates risks, identifies opportunities, and prepares the organization for growth.
• •Stakeholder Management: Builds trust and alignment across teams, functions, and leadership levels.
• •Change Leadership: Guides teams through changes in products, processes, technology, and organizational structure.
• •Continuous Improvement: Challenges existing practices and promotes innovation, efficiency, and responsible technology adoption.
• •Communication: Communicates clearly, consistently, and transparently with employees and stakeholders.
• •Judgment and Accountability: Makes informed decisions, addresses issues promptly, and takes ownership of outcomes.

Qualifications:

• •Bachelor’s degree in Business Administration, Management, Sales, Marketing, Operations, or a related field, or an equivalent combination of relevant education and professional experience.
• •At least five years of sales experience, including people leadership or management of remote, distributed, or multi-team