The Sr. Category Manager develops overall category strategy and manages its execution on an enterprise level. Based on analysis will monitor, analyze and adjust category strategies to drive category growth and financial performance on the Enterprise level

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Essential Duties:

\n\nLead or participate in IMA/Shamrock RFP’s and provide financial benefits to key Enterprise Supply Chain associates, Sales and Marketing team members.\nDefine individual, category-specific financial and operational performance targets providing strong guidance to Category Managers and Associate Category Managers to achieve the define goals. Evaluate category financial and operational performance against goals and assert corrective strategic action as required. Maintain accountability of category growth and Profit & Loss (P & L)\nWork with Enterprise Marketing and Suppliers on promotional activity and product sales training tools\nManage supplier’s performance area’s that include volume commitments, fulfillment, promotional allowances, supplier service level and the overall financial performance of the category.\nWork with the Branches to rollout strategies to ensure strategic alignment exist with overall merchandising and marketing strategies and corporate direction\nFollow trends and use analysis to identify opportunities for development of innovative products\nEstablish, maintain and manage critical relationships with new and existing suppliers. Serve as the primary relationship holder and lead in negotiations with those suppliers, setting cost terms, delivering competitive results as measured by overall Rate Per Case. Understand the key drivers of Rate Per Case and reasons for month to month and year over year changes.\nMaintain oversight and manage projects end to end\nIdentify and negotiate working capital enhancement opportunities with suppliers, primarily through the negotiation of extended payment terms\nReview and approve category product assortment and changes. Ensure category assortments fulfill Branch and segment needs and remain in alignment with overall strategy and reducing product duplication\nApprove defendable pricing strategies\nIdentify gaps in EB portfolio to drive EB penetration. Monitor market trends to identify product development opportunities. Measure customer and EB penetration of assigned category against the industry.\nOther duties as assigned.\n\n

Qualifications:

\n\n3 – 5 years of foodservice experience or equivalent in the area of merchandising, category management, and/or marketing\nMust possess the ability to operate successfully in a matrix environment and work effectively across multiple groups and levels.\nSolid negotiation skills, as well as excellent communication skills required. Demonstrated experience and commitment to utilizing the skills of influence, persuasion and negotiation to achieve goals required.\nThe successful candidate will have solid quantitative and analytical skills and the ability to work in a team setting, drive team results and support change management within the organization.\nMust be able to provide fact-based recommendations across various levels of management. The ideal candidate will demonstrate a high degree of motivation, the ability to prioritize and self-direct, strong business acumen and sound interpersonal skills. Strong verbal, written and presentation skills required.\nProficiency required in the use of Microsoft Office, especially Microsoft Word, Excel and PowerPoint, as well as Microsoft Outlook.\nProvide friendly, accurate, consistent and timely service support to the team while demonstrating positive and professional behavior on a consistent basis\nTo perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.\nThe successful candidate must be able to understand all policies, procedures, instructions, rules and regulations (including all safety training and safety information) associated with this position which is written in English. In addition, the successful candidate must be able to appropriately respond to these and, where needed, provide reports, presentations, information or communications in English.\n\n

Corporate Summary: 

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At Shamrock Foods Company, people come first – our associates, our customers, and the families we serve across the nation. A privately-held, family-owned and -operated Forbes 500 company, Shamrock is an innovator in the food industry and has been since being founded in Arizona in 1922. 

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Our Mission: At Shamrock Foods Company, we live by our founding family’s motto to “treat associates like family and customers like friends.” 

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Why work for us? 

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Benefits are a major part of your overall compensation, and we believe offering them at an affordable cost is not only the right thing to do, but it helps keep you and your family healthy. That’s why Shamrock Foods pays for the majority of your health insurance, allowing you to take home more of your paycheck. And it doesn’t stop there - our associates also enjoy additional benefits such as 401(k) Savings Plan, Profit Sharing, Paid Time Off, as well as our incredible growth opportunities, continued education and wellness programs. 

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Equal Opportunity Employer 

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At Shamrock Foods Co all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, veteran status, sexual orientation, gender identity or any other basis protected by applicable law. 

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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)