Job Description

Innovate Remotely

This position is fully remote, allowing you to enjoy the flexibility of working from home while collaborating with skilled team members and contributing to groundbreaking solutions.

The Central Selling Supervisor is primarily responsible for leading a team of Sales and Support Coordinators responsible for completing specific activities in support of a defined sales model not limited to Virtual Design Central Sell, Flooring, Window Treatment, and Millwork.

This includes setting and communicating team and individual goals, assigning clear responsibilities, and overseeing team activities to ensure the team maintains consistent execution, service quality, and delivery against key operational metrics.

In addition to monitoring overall associate performance, this role leads, coaches and develops individuals and the team, identifies and addresses individual and group training needs, and provides on-the-job training. This role works closely with peer supervisors, Regional Central Selling Managers, Installation Support Team, Stores, and Service PROviders to identify and respond to immediate needs/issues as well as generate ideas for enhancing/improving the overall program.

The Central Selling Supervisor may also be assigned leads and details to manage and assist in creating designs, building orders, and/or product recommendations.

In addition, the Central Selling Supervisor will collaborate with peers daily to ensure consistent and effective messaging to all Designers and Coordinators. To be successful, the Central Selling Supervisor must have knowledge of customer service practices, remodeling and installation activities, people management, and retail selling operations. The Central Selling Supervisor will be the point of contact in devolving processes and procedures to enhance the Central Selling model with the Regional Central Selling Managers.

The Central Selling Supervisor is often faced with unforeseen and changing day-to-day workflow and priorities while sustaining service and satisfaction. The leader in this role must evaluate individual situations as they arise and make leadership decisions.

Central Selling Supervisor is responsible for the oversight of associate performance management to benefit Lowe's Customers and the Lowe's enterprise overall. This includes confronting tough people situations, identifying performance challenges, establishing effective performance expectations and responding to and communicating changing business conditions and needs.

In addition, the Central Selling Supervisor must deliver ongoing coaching and development to direct reports in a fast-paced environment while maintaining engagement across the team. This requires a proactive approach to identifying and addressing opportunities as well as sharing wins and successes to foster open dialogue between team members and management. The Central Selling Supervisor must be fluent in their ability to evaluate reports for accuracy and completeness, discover issues, reach out to get information needed, and effectively communicate information to the team.

Essential Functions:
• Drives execution of specific Sales and Support Coordinator activities in support of the Central Selling sales model.
• Provides feedback to leadership team regarding process, program, or system opportunities.
• Serves as Subject Matter Expert for the development of best practices as well as process and procedure documentation
• Leads selected initiatives or projects as assigned by the Manager.
• Makes real-time decisions regarding specific Sales and Support Coordinator, Store or Service PROvider issues
• Resolves escalated issues within defined parameters and elevates issues when appropriate.
• Analyzes reports to determine individual associate and team priorities
• Monitors each Sales and Support Coordinator’s performance (real-time and historical) to identify individual performance and training needs and works to identify trends that indicate potential group performance or training needs.
• Provides real-time and regularly scheduled feedback and coaching to Sales and Support Coordinators.
• Makes hiring decisions with Manager for team vacancies and works with HR to execute a strategy to recruit and fill open positions.
• Motivates and engages associates by being accessible, seeking feedback, and creating recognition programs.
• Serves as “Manager on Duty,” with responsibility for overseeing the entire workforce; this includes monitoring productivity, serving as a resource, addressing real-time performance or conduct needs, etc.
• Interacts with Stores and field leadership to answer questions and resolve issues related to quote or Service PROvider.
• Provides feedback to leadership to help stores set expectations and qualify customers up front when selling the detail.
• Collaborates with the Installation Sales Team, Stores, Service PROviders and other key business partners to identify and address opportunities to improve the Central Selling sales model.
• Looks for ways to improve the customer experience by understanding the Central Selling model and offering ways to make it easier and more efficient for everyone involved or impacted by the process.
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• Provides feedback regarding trends to help address opportunities to improve and streamline the design process.
• Acts as backup for peer assigned areas as needed.
• Acts as a liaison in identifying trends and resolving escalated customer and business partners concerns.
• Provides continuous development and training for Sales and Support Coordinators.
• Responsible for ensuring the successful onboarding of new associates within the department and continuing their training and development post initial training completion.
• Responsible for driving and delivering sales performance within your assigned region.
• Serves as the main point of contact for associates and designers as challenges arise around sales projects.

Minimum Requirements:

• High School or GED and 3-5 Years Team leadership or coaching, with or without direct report responsibility or a formal supervisory title
• 1-2 Years of Experience Call center, Office administrative, High volume retail, Service support, or similar work environment
Preferences:

• Bachelor’s Degree
• Experience in remodeling or construction industry.
• Experience in a sales role or participating in the sales process (e.g., creating quotes, project specs, creating kitchen designs in 2020, etc.)
• Lowe's store experience
• Experience using MS Dynamics or similar CRM (Customer Relationship Management) tool.
• Demonstrated experience in training, developing and mentoring a large team (i.e., 10+ employees)
• 1-2 Years Experience in supervising a Sales team

Pay Range: $61,600.00 - $102,900.00 annually

Starting rate of pay may vary based on factors including, but not limited to, position offered, location, education, training, and/or experience. For information regarding our benefit programs and eligibility, please visit our benefits page

Lowe's hourly remoteassociates cannot reside in Alaska, California or Hawaii. Lowe's salaried remoteassociates cannot reside in Alaska or Hawaii.

About Lowe’s

Lowe’s Companies, Inc. (NYSE: LOW) is a FORTUNE® 100 home improvement company with total fiscal 2025 sales of more than $86 billion. Lowe’s employs approximately 300,000 associates and operates over 1,750 home improvement stores, 540 branches and 120 distribution centers. Based in Mooresville, N.C., Lowe’s supports the communities it serves through programs focused on creating safe, affordable housing, improving community spaces, helping to develop the next generation of skilled trade experts and providing disaster relief to communities in need. For more information, visit Lowes.com

Lowe’s is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law.

Qualified applicants with arrest or conviction records will be considered for Employment in accordance with applicable laws, including the Los Angeles County Fair Chance Ordinance for Employers, the Los Angeles Fair Chance Ordinance, the San Francisco Fair Chance Ordinance, and the California Fair Chance Act.

Lowe’s believes that conviction records may have a direct, adverse, and negative relationship to the following job duties: accessing company property, assets, information and products; partnering, supervising, and regularly working with other Lowe’s employees; and adhering to and monitoring compliance and safety guidelines.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.