Corporate Account Mgr I-LTL

POSITION OVERVIEW:
Manages large freight opportunities and key accounts, focusing on expanding and maintaining customer revenue through a solutions-based approach. This role involves strategic planning, high-level collaboration, and leveraging technology to deliver value to national or system-wide accounts.

ESSENTIAL FUNCTIONS:

• Develop and manage a portfolio of large freight accounts and national programs.
• Develop account plans and growth strategies to maintain and grow existing business.
• Identify and pursue new business opportunities.
• Analyze customer needs and implement tailored LTL solutions.
• Conduct business reviews and present value propositions.
• Monitor account performance and resolve issues proactively.
• Collaborate with internal teams to ensure a seamless customer experience.
• Attend industry events to build business contacts.
• Comply with all applicable laws/regulations, as well as company policies/procedures.
• Perform other duties as assigned

MINIMUM EDUCATION
Bachelor’s degree in Marketing, Sales or Related Field.

MINIMUM EXPERIENCE
6 years of sales experience, including 3 years in LTL sales.

KNOWLEDGE, SKILLS AND ABILITIES
Strong business acumen and project management skills.
High-level negotiation skills for pricing and contract renewals.
Strong analytical and relationship management skills.
In-depth knowledge of LTL operations and pricing models.
Proficiency in Microsoft Office and Salesforce.
Ability to travel overnight as required.
Demonstrated ability to collaborate across departments.

JOB CONDITIONS:
Ability to travel overnight as required.

FedEx Freight is an Equal Opportunity Employer, including disabled and veterans.

If you have a disability and you need assistance in order to apply for a position with FedEx Freight, please e-mail at [email protected].

FedEx Freight will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or 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.

Pay:

Compensation listed reflects the pay range or pay rate reasonably expected for this position. If this opportunity includes multiple job levels, the pay information represents the minimum and maximum range for all levels. Actual pay is determined by job-related factors permitted by law and relevant to the position, such as experience, tenure, market level, pay at the location, performance, schedule, and work assignment.