Aftersales Analyst 2

A Day in the Life:     

Supports the implementation of strategies and programs to achieve the Regional Aftersales parts, accessories and service retention business plan objectives. Ensures consistent communication of customer-focused processes, promotional roll-outs and other initiatives. Provides support to help achieve the Regional Aftersales base parts business plan objectives for assigned region.

Job Functions:

• Coordinates with regional Aftersales management team to ensure effective communication of national and regional wholesale parts promotions and operational objectives.
• Ensures Aftersales Field team has comprehension of national and regionalized initiatives. Clarifies and communicates eligibility guidelines and other administrative rules and operational guidelines.
• Assists in communications to the Aftersales field team (e.g. FOMs, WDMs, AGMs). Tracks sales base parts and accessory sales in dealerships. Analyzes and reports sales information to national management, regional management, and regional staff.
• Provides aftersales analysis to regional management regarding evaluation of aftersales programs, market conditions, and the aftersales activities of competitors.
• Prepares monthly reports on the achievement of the region’s objectives to assist management in identifying market/dealership deficiencies. Analyzes dealer aftersales operations data to identify areas of opportunity within each District. Assists in the preparation of regional and national reports. Collects data to be analyzed, gathers information, and prepares materials.
• Analyzes and interprets data; compiles ideas on best practices and shares with regional leadership team. Analyzes marketing campaigns and provides a timely report out to SDM and RAM on pricing/offer effectiveness, response rate, market/dealership ROI and website effectiveness. Assists with tracking of inventory, sales performance, service advisor sales performance and corrective action plans. Assists in review of trends and customer survey data to aid field personnel in identifying dealer process issues.  Alert Aftersales field team to issues that need to be addressed in dealerships.
• Monitors regional daily stock order utilization and retail parts management inventory improvement program participation. Serves as a point of contact for field staff and dealerships on reward program rules, effective dates, payments, etc.
• May perform other related duties as assigned, which may include duties or assignments from other regional functions, as determined by regional leadership team.

Who We’re Looking for:  

Required:

Education: Bachelor’s Degree in Business or related field required. 

Experience: 3-5 years in progressive Marketing and Sales experience.

Previous experience at the specialist level in Aftersales, Consumer Affairs, Sales Operations, Distribution, Market Representation or Marketing is preferred. Previous sales or dealership contact experience is a plus.

Desired:

• Working knowledge of word processor, spreadsheet, other PC applications, or mainframe applications to produce non-standard, creative products. Additional knowledge of sales related systems.
• Ability to function effectively and remain productive in an office environment.
• Dedication to meeting the expectations and requirements of internal and external customers.
• Result driven even in the face of resistance or setbacks.
• Ability to present ideas and analysis in an effective manner.
• Ability to understand the complexities of situations and solicit assistance from others as needed.
• Excellent communication skills with high attention to detail and analytical mindset. Adaptable and results focused with the ability to work in fast-paced, high-intensity environment.
• Passion for the automotive industry with a desire to pursue a Field Sales (DOM/FOM) career path at Nissan. Must be open to future relocation.

Travel:
Less than 25% day and overnight domestic travel.       

Nissan is committed to a drug-free workplace. All employment is contingent upon the successful completion of drug and background screenings in accordance with Nissan policies and in compliance with federal, state, and local laws, including the California Fair Chance Act and the Los Angeles County Fair Chance Ordinance. Nissan will consider qualified candidates with arrest or conviction records for employment in a manner consistent with these laws.

It is Nissan’s policy to provide Equal Employment Opportunity (EEO) to all persons regardless of race, gender, military status, disability, or any other status protected by law. Candidates for this position must be legally authorized to work in the United States and will be required to provide proof of employment eligibility at the time of hire; Nissan uses E-Verify to validate employment eligibility.

NISSAN FOR EVERYONE

People are our most valuable assets, and diversity and inclusion are the key to maximizing the power of each individual member of our team.  When everyone belongs, the power of NISSAN is undeniable.  Our Corporate Diversity Initiative aims to improve business results by ensuring that our workplace and core businesses meet the unique needs of our employees and customer base.

Nissan is committed to creating a culture where everyone belongs and employees, customers, and partners feel respected, valued, and heard.  We have over 10 Business Synergy Teams (BSTs) across the U.S. and Canada that connect employees – with shared characteristics or interests – build allies, and foster a company culture where all employees feel supported and included.

Nissan also values inclusion in all areas of our business as we strive to mirror the diversity of our customer base and the communities where we do business. We are committed to procuring innovative goods and services, retailing our products and communicating from a diverse perspective which will help us continue to offer our customers competitively designed, market-driven products.

Join us as we carry our commitment to diversity and inclusion into the future.

Salary Range:

Salary Range Estimate: Annual Salary: (Minimum to Maximum of  Salary Range noted here). This compensation range represents the minimum and maximum base salary rates at Nissan for jobs assigned to this particular grade level. Please note that it is uncommon for an employee to be placed at either end of the range.  Rather, an employee’s actual base salary generally may fall somewhere in between and reflect the employee’s unique skills, work experience, education, work location, and market norms.  Additionally, pay may be based on comparisons to the base salary rates of other employees with similar backgrounds working in comparable roles.