Sales Effectiveness Manager

Sales Effectiveness Manager - North Business Unit (multiple locations available - Northlake, IL, Avenel, NJ, Cincinnati, OH, Columbus, OH, Indianapolis, IN and surrounding areas)

Join a high-visibility Sales Effectiveness team focused on helping our DSD (Direct Store Delivery) organization sell smarter, service better and operate seamlessly through modern, digital ways of working. This role will be a key driver of digital transformation, training, and adoption -translating new tools and capabilities into the daily/weekly routines of our sales team.  

The Manager, Sales Effectiveness will partner closely with Sales, IT, Operations, HR, and business leaders to develop and execute change strategies that accelerate adoption, minimize disruption, and improve business outcomes. This role will translate transformation initiatives into actionable change plans that drive awareness, readiness, engagement, capability building, and long-term behavior change across the organization.  In addition, the Manager, Sales Effectiveness will serve as the national subject matter expert (SME) for Productivity and Cross-Functional Workstreams supporting the digital transformation initiative.  

Location: North Business Unit, covering approximately one third of the United States 

Travel: Up to 50% (field engagement, leader coaching, workshops, and regional meetings)  

Key Responsibilities: 

North BU Partnership & National SME Leadership

• Serve as the primary Sales Effectiveness point of contact for the North Business Unit while providing national leadership for the Productivity and Cross-Functional Workstreams.  
• Own and coordinate the cross-functional productivity agenda, including HR and role design, ASM and Merchandiser productivity, eB2B tail conversion, reroutes, Finance alignment, and related value opportunities enabled by the digital transformation initiative.  
• Develop ASM and Merchandiser productivity standards and lead time studies that clarify how time savings enabled by the digital transformation initiative can shift work from ordering activities to selling activities.  
• Facilitate HR and labor coordination across impacted personas, including compensation, job descriptions, union communications, future role implications, and other workforce considerations.  
• Establish principles and change support for eB2B tail-account conversion, including identifying impacted stores and supporting the transition to a sustainable ongoing approach.  
• Partner across Sales, HR, Finance, Operations, Customer Service, and reroute teams to translate productivity improvements into measurable business value and operating income.  

Change Strategy & Transformation Leadership

• Develop and execute comprehensive change management strategies that support adoption of new tools, processes, and business initiatives.  
• Lead change impact assessments to identify stakeholder impacts, risks, adoption barriers, and required business readiness activities.  
• Create and maintain integrated change management plans, including stakeholder engagement, communications, training, coaching, reinforcement, and measurement.  
• Partner with program leaders to align change activities with overall project objectives, implementation milestones, and business outcomes.  
• Anticipate organizational resistance and proactively develop mitigation and engagement strategies.  
• Serve as a trusted advisor to business leaders on change adoption, stakeholder management, and transition planning.  

Stakeholder Engagement & Leadership Coaching

• Build strong partnerships with frontline leaders (DSSs, Territory Leaders, RVPs, and Business Unit leadership) to drive ownership and accountability for change.  
• Coach leaders on their role as change sponsors and equip them to effectively communicate, reinforce, and sustain change within their teams.  
• Develop and manage Change Champion networks to gather feedback, increase engagement, and accelerate adoption.  
• Facilitate workshops, focus groups, leadership sessions, and readiness discussions to ensure organizational alignment.  

Communications, Readiness & Adoption 

• Develop and manage change communication strategies that clearly articulate the purpose, value, and impact of transformation initiatives.  
• Create change management deliverables including stakeholder analyses, communication plans, readiness assessments, FAQs, leader talking points, adoption guides, and reinforcement materials.  
• Establish business readiness criteria and validate organizational preparedness ahead of key milestones.  
• Monitor adoption trends and feedback to identify capability gaps and opportunities for additional support.  
• Partner with Learning and Enablement teams to ensure capability-building efforts align with desired behavior changes and business outcomes. 

Measurement, Reinforcement & Continuous Improvement 

• Define and track key change management success metrics, including awareness, readiness, engagement, adoption, proficiency, and sustainment indicators.  
• Define, track, and report Productivity and Cross-Functional Workstream outcomes, including operating income from productivity, the shift from ordering time to selling time, eB2B tail accounts converted, and reroute completion.  
• Analyze quantitative and qualitative feedback to assess change effectiveness and identify improvement opportunities.  
• Provide regular reporting and recommendations to senior leadership regarding adoption progress, risks, and corrective actions.  
• Lead post-implementation reviews to evaluate outcomes, capture lessons learned, and strengthen future transformation efforts.  
• Drive continuous improvement of change management methodologies, tools, templates, and best practices.  

Skills & Competencies:

• Ability to take initiative; be proactive without waiting for direction; strong sense of personal accountability, highly self-motivated.   
• Influences and drives action without direct authority. 
• Customer-focused and field-oriented mindset.  
• Ability to thrive in ambiguity and lead through transformation. 
• Strategic change leadership and organizational influence.  
• Stakeholder engagement and executive presence.  
• Ability to build alignment across complex organizations.  
• Strong communication and storytelling skills.  
• Data-driven decision making and adoption analytics.  
• Cross-functional workstream leadership, productivity measurement, and value realization.  
• Leadership coaching and facilitation expertise.  
• Problem solving and change risk mitigation.  
• Strong sense of ownership, accountability, and execution excellence.  

• $96,800 - $115,000 / year
• Actual placement within the compensation range may vary depending on experience, skills, and other factors
• Benefits, subject to election and eligibility: Medical, Dental, Vision, Disability, Paid Time Off (including paid parental leave, vacation, and sick time), 401k with company match, Tuition Reimbursement, and Mileage Reimbursement
• Annual bonus based on performance and eligibility

• Bachelor's degree and minimum of 5 years of experience in Change Management, Organizational Effectiveness, Sales Enablement, Business Transformation, Human Resources, Learning & Development, Project Management, or related fields; or Master's degree with 3 years of related experience.  
• Demonstrated experience leading organizational change initiatives involving technology, process, or business transformation.  
• Proven ability to influence and drive alignment across multiple stakeholder groups without direct authority.  
• Strong facilitation, presentation, workshop, and executive communication skills.  
• Exceptional relationship-building and leadership coaching capabilities.  
• Strong project and program management skills, with the ability to lead workstreams end-to-end, manage timelines, and coordinate across stakeholders.  
• Experience leading cross-functional productivity, workforce or role-design, and value-realization workstreams across Sales, HR, Finance, Operations, or related functions.  
• Proficiency in Microsoft Office Suite including Excel, PowerPoint, Word, and Outlook.  
• Willing and able to travel up to 50% of the time.

Keurig Dr Pepper (Nasdaq: KDP) is a leading beverage company with more than 150 owned, licensed and partner brands that meet a wide range of needs and occasions. Our North American refreshment beverage business holds leadership positions across carbonated soft drinks, water, juice and mixers with a portfolio of iconic brands such as Dr Pepper®, Canada Dry®, Mott’s®, A&W®, Peñafiel®, GHOST®, 7UP®, Snapple®, Clamato® and Core Hydration®. Our global coffee business spans more than 100 markets and includes the leading Keurig® single‑serve brewing system in the U.S. and Canada, along with powerhouse brands such as Peet’s, L’OR and Jacobs, and other regional coffee leaders. Our more than 50,000 employees aim to enhance the experience of every beverage and coffee occasion while making a positive impact for people, communities and the planet.

We strive to be an employer of choice, providing a culture and opportunities that empower our team to grow and develop. We offer robust benefits to support your health and wellness as well as your personal and financial well-being. We also provide employee programs designed to enhance your professional growth and development, while ensuring you feel valued, inspired and appreciated at work.

Whatever your area of expertise, at KDP you can be a part of a team that’s proud of its brands, partnerships, innovation and growth. Will you join us?

Keurig Dr Pepper is an equal opportunity employer and recruits qualified applicants and advances in employment its employees without regard to race, color, religion, gender, sexual orientation, gender identity, gender expression, age, disability or association with a person with a disability, medical condition, genetic information, ethnic or national origin, marital status, veteran status, or any other status protected by law.

A.I. Disclosure: 
KDP uses artificial intelligence to assist with initial resume screening and candidate matching. This technology helps us efficiently identify candidates whose qualifications align with our open roles.  AI does not make hiring decisions; all decisions throughout the hiring process are made by talent acquisition team members.  If you prefer not to have your application processed using artificial intelligence, you may opt out by emailing your resume and qualifications directly to kdpjobs@kdrp.com in lieu of clicking Apply. In order for your application to be considered and opted out of AI, you must include the words "AI Opt-Out" and either job title and location or Job ID # in the email subject line in your email application.