Managing Director, Direct-To-Consumer (Retail)

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 $148,000 - $200,000 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.

NOTE: This role is based out of Red Wing's 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.

Education and Experience:

• Bachelor’s 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.

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)