Sales Analyst- East & Midwest

The Sales Analyst serves as owner of Data and Analytics to support the East & Midwest field Sales Team. This role provides the Account owners with total business analysis and insights geared towards both driving top line and bottom-line growth. The role responsibility includes but not limited to Kroger, Meijer, Publix, Wegmans, ADUSA & Harris Teeter.
In this position, you are the key support for the Sr. Director, Associate Director, and Business Leads. You are a critical link between Sales, Category Management, and Supply Chain to build business reviews that share results on objectives, provide actionable insights, and drive to deliver against company KPIs.

This role will work on high impact initiatives and data analysis for Business Reviews (internally & externally facing) Proficiency in PowerPoint, Excel, Tableau, Circana/Nielsen, data to build actionable insights is fundamental. 84.51 Stratum, OnDemand, and/or dunnhumby knowledge is highly preferred and usage of this data will be essential to the role.

• You'll spend a significant portion of your day working on a computer, reviewing data, creating reports, communicating with partners, and joining virtual and in-person meetings
• This role requires frequent and ongoing use of a keyboard, mouse, phone, and other office technology
• You'll regularly navigate multiple systems at once, analyze detailed information, and shift between competing priorities and deadlines
• You'll communicate regularly with team members, cross-functional partners, external partners, and leaders through meetings, Outlook based email, messaging platforms such as Microsoft Teams, and presentations
• Occasional movement around the office may be required for meetings, collaboration, and team activities
• May occasionally lift or move office materials weighing up to 10 pounds

• Quick 30 min phone chat with a high energy member of our Talent Acquisition team to do a quick overview of your background and answer any burning questions you have
• Team interviews are kept to a minimum to foster a more efficient, candidate-friendly process (too many interviewers yields little value and drags out the process for you—and who wants that, right?):
  • A short series of in-person or video interviews in a 1:1 setting; these are usually with the hiring manager, one or two other team members, and a person from another team to get broader perspectives (note: we don’t do panel interviews because they don’t give interviewers a chance to ask you unique questions, and we assign interviewers different roles so we’re probing different capabilities)
• A case study or job task to simulate what you’d actually be doing in the role might be included (since your job is not actually to be interviewed for a living, why is that the thing companies rely on so much?) Yes, there will be a small panel for this one so you don’t have to do it more than once, and yes, they might ask you some kind yet probing questions at the end after the raucous applause stops.
• Once your interview concludes, the team will meet for an in-depth consultative process to ensure we are hiring the right person for the right job. Interviewers must come in with a strong yes or no vote beforehand to avoid groupthink with supporting reasons. The collective thoughts on your candidacy will be discussed in an environment of safety to challenge ideas respectfully, debate. and be open to all important qualifications of the candidates. A trained, disinterested bias blocker will be present to help mitigate bias so the team can make a sound hiring decision. The moment of truth arrives when the hiring manager makes the big decision. If you nailed the interviews and the case study was brilliant, guess what? The offer is all yours! And the ball is in your court. Will you accept? We sure hope so, because this place is the real deal, and don’t just believe us—just ask the 91% of our people who said this is a great place to work in our most recent employee survey.