Sales Operations Manager

Why DH Pace?

The DH Pace Company is a family-owned and privately held business with annual sales over $1 billion through 60+ offices located across the continental United States. The Company is an industry leader in the distribution, installation, maintenance, and repair of a complete range of commercial, industrial, and residential door, docking and security products. In 2026, DH Pace is celebrating its 100^th anniversary in business.

D.H. Pace Company, Inc. is seeking a Sales Operations Manager in Olathe, Kansas to serve as the analytical and operational backbone of the company’s sales organization. This role owns the systems, reporting infrastructure, and performance frameworks that enable sales leadership to make data-driven decisions across all divisions. The Manager will produce and maintain recurring performance reports and scorecards, coordinate sales training programs in partnership with the Training Department, develop and deliver customer-facing webinars and workshops, and administer the enterprise systems that support sales operations. This is a high-visibility role requiring both analytical rigor and the organizational authority to drive alignment across teams.

Responsibilities:

Sales Performance Reporting & Analytics

• Own the end-to-end production of monthly and quarterly sales performance reports, including data extraction from enterprise systems, formatting, QA review, and distribution to leadership and field teams across multiple formats and audiences.
• Build and maintain scorecards for individual sales representatives, estimators, and teams that drive consistent performance conversations and accountability.
• Define, track, and report on key sales performance indicators including invoiced revenue, bid activity, sold volume, backlog, close ratios, and gross profit margins.
• Spot-check report data for anomalies and coordinate with field managers to verify accuracy before publication.
• Conduct ad hoc analyses to surface insights on market penetration, account growth, competitive positioning, and rep effectiveness.
• Support compensation planning and incentive program design with data-driven analysis and modeling.

Sales Systems Administration

• Serve as the primary administrator for the enterprise systems that support sales reporting, employee master data, and commission-related workflows.
• Manage employee records within enterprise systems, including job classification changes, status updates, and coordinating deactivation timing with the commissions team to prevent downstream disruptions.
• Maintain data integrity across reporting and employee management systems; identify and resolve data quality issues.
• Partner with IT and operations to optimize system workflows, integrations, and reporting capabilities as the business evolves, including supporting system transitions and new platform implementations.
• Maintain and enforce system usage standards across sales teams.

CRM Management & Pipeline Reporting

• Maintain CRM data integrity, configuration, and user adoption standards across the sales organization.
• Develop and publish recurring pipeline reports, tracking opportunity status, conversions, and other key metrics by representative, product line, and sales role.
• Design dashboards and reporting views that give sales leadership real-time visibility into pipeline health.

Sales Forecasting

• Lead the preparation of monthly and quarterly sales forecasts in collaboration with sales leadership.
• Develop and refine forecasting models that account for seasonality, market trends, and historical performance across all product lines.
• Present forecast results and variance analysis to senior leadership; provide actionable insights and recommendations.
• Monitor forecast accuracy over time and implement continuous improvements to methodology.

Training Program Coordination

• Serve as the primary liaison between the sales organization and the Training Department to ensure content is relevant, current, and aligned with sales priorities.
• Assess skill gaps and training needs across the sales team; translate those into structured learning plans and program requests.
• Coordinate communications for sales training initiatives including onboarding, product training, and skills development.
• Track training participation and completion; report on training effectiveness and its correlation with performance outcomes.
• Maintain a calendar of sales learning initiatives aligned with business cycles and key selling periods.

Manager Feedback Coordination

• Coordinate semi-annual manager feedback cycles, collecting performance assessments and improvement plans from field managers for incorporation into published performance reports.
• Ensure feedback is collected on schedule, formatted consistently, and integrated into the appropriate report versions before distribution.

Support of Local Market Quarterly Sales Initiatives

• Work with marketing and sales leadership to develop and refresh marketing materials supporting quarterly sales initiatives.
• Research, develop, and provide target lists of strategic sales leads consistent with quarterly initiatives and second circle markets.

Customer-Facing Webinars & Sales Communications

• Plan, produce, and facilitate customer-facing webinars and workshops that support sales initiatives, product education, and market engagement.
• Collaborate with sales, marketing, and product teams to develop webinar content that drives engagement and advances the sales process.
• Manage webinar platforms, registration, promotion, and post-event follow-up in partnership with marketing.
• Build and maintain webinar audience lists by extracting customer and prospect data from enterprise systems, filtering by relevant industry or market segment, deduplicating, and coordinating distribution with marketing.
• Develop internal sales communications, updates, and resources that keep the field team informed and aligned with organizational priorities.

Cross-Functional Coordination & Leadership

• Act as a central coordinating resource across sales teams, operations, marketing, finance, and the commissions group to ensure consistent processes and shared visibility.
• Lead or participate in cross-functional projects that impact the sales organization, including system implementations, process improvements, and reporting standardization.
• Facilitate regular cadence meetings with sales leadership to review performance data, address operational issues, and drive accountability.
• Build and maintain strong working relationships with division leaders to understand their unique needs and represent those in operational planning.

Required Qualifications:

• Bachelor’s degree preferred.
• 3+ years of experience in sales operations, business analytics, or a related operational role.
• Experience managing employee performance, hiring, and training.
• Advanced proficiency in Microsoft Excel (complex formulas, conditional formatting, large dataset manipulation, print configuration for executive-level reporting).
• Proficiency in the broader MS Office Suite, including PowerPoint for executive and field-facing presentations.
• SharePoint administration or document management experience.
• Strong analytical skills with the ability to interpret data, identify trends, and present actionable insights to leadership.
• Strong communication skills, both written and verbal, with the ability to produce polished reports, presentations, and internal communications.
• Proven project management skills with the ability to manage multiple recurring deliverables on tight monthly and quarterly cadences.
• Comfort working with enterprise systems (ERP, reporting platforms, employee management systems) and navigating complex data environments.
• Experience working with confidential compensation or performance data.
• Up to 10% of travel.

Preferred Qualifications:

• Experience with ERP system transitions or implementations (e.g., migrating from legacy platforms to modern systems).
• CRM platforms (Salesforce, HubSpot, Dynamics, or similar).
• Data visualization or business intelligence tools (Power BI, Tableau, or similar).
• Experience producing performance scorecards or sales analytics in a multi-division, multi-region organization.
• Familiarity with commission structures, sales compensation models, or incentive program design.
• Familiarity with sales commission structures and the operational interdependencies between sales reporting and commission processing.
• Managing or mentoring direct reports in a reporting/analytics function.
• Planning and executing webinars or customer-facing events.
• Background in building products, construction services, or field services industry.

Our benefit offerings include: 

• Medical, dental, and vision options: Available on the 1^st day of the month following your start date!
• Paid time off plan: 13 days accrued annually during your 1^st year; 16 days accrued during your 2^nd year!
• Paid Holidays: New Years Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Day
• Floating Holidays: Up to 2 floating holidays per year
• Competitive compensation: Including annual performance evaluations!
• 401k retirement plan: Including an employer match!
• Company paid: Life insurance, short-term disability, & long-term disability
• and more!

Successful completion of references, employment verifications, background check, drug screen, and driving record (if applicable) required in advance of hire.

DH Pace Company, Inc. does not accept unsolicited resumes from search firms or agencies.  Any resume submitted to any employee of DH Pace Company, Inc. without a prior written search agreement will be considered unsolicited and the property of DH Pace Company, Inc. Please, no phone calls or emails.

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)