Specialty Sales Coordinator (Coeur d'Alene, ID) - Idaho Forest Group

POSITION SUMMARY

The Specialty Sales Coordinator is responsible for working effectively with customers and sales team to coordinate shipping, inventory, and invoicing processes. This position ensures the orders and customer issues are resolved in a timely manner.

KEY RESPONSIBILITIES

Responsibilities include but are not limited to the following:

• Establish productive customer relationships to boost mill profitability.
• Gain expertise in specialty market dynamics.
• Manage order scheduling and shipment coordination post-production.
• Actively promote and manage inventory sales, including handling orders in absence.
• Handle invoice processing, EDI/Data entry, and manage adjustments and credits.
• Address sales inquiries and provide phone support backup.
• Track rail car movements and coordinate with shipping locations for inventory monitoring.
• Serve as a liaison between mills and customers to resolve order issues.
• Make proactive decisions benefiting IFG and partner customers.
• Coordinate building maintenance, office supply ordering, and event planning.
• Other duties as needed.

 REQUIRED QUALIFICATIONS

• High school diploma or GED required.
• Prior experience in administrative or office settings preferred.
• Demonstrated professionalism to represent the company and sales team effectively.
• Skills:
  • Organizational Skills: Proficiency in time management, task prioritization, and meeting deadlines.
  • Technical Skills: Proficiency in computer systems including but not limited to Microsoft Excel, Word, PowerPoint, electronic scheduling and e-mail, and financial planning software.
  • Soft Skills: Strong communication abilities, both verbal and written.
• Must successfully pass drug and alcohol tests, post-offer pre-employment physical, and background check.
• Valid driver’s license with a clean motor vehicle record required for business travel in a company vehicle.

 PREFERRED QUALIFICATIONS

• Formalized higher education.

PHYSICAL DEMANDS

Capability to sit and/or stand throughout the shift, reach with hands and arms, stoop, squat, bend at the waist, kneel, walk varying distances, and climb stairs.

• Occasional bending at the waist.
• Occasional twisting of the upper body.
• Occasional stooping.
• Frequent repetitive use of hands for clerical duties.
• Occasional standing/walking.
• Frequent sitting.
• Vision corrected for near and far distances, with depth perception.
• Preferred hearing for awareness of surrounding machinery, mobile equipment, and emergencies.

WORK ENVIRONMENT

Must be able to tolerate all weather elements, loud conditions, airborne particles (sawdust).

Idaho Forest Group is an Equal Opportunity Employer and prohibits discrimination against qualified individuals on the basis of race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, age, genetic information, family medical history, or any other status protected by law.

NOTE: 
This job description in no way states or implies that these are the only duties to be performed by the employee(s) in this position. Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by any person authorized to give instructions or assignments. All duties and responsibilities are essential functions and requirements and are subject to possible modification to reasonably accommodate qualified individuals with known disabilities. To perform this job successfully, the employee(s) will possess all the skills, aptitudes, experience, education, abilities, and any other necessary attributes to perform each duty to IFG’s expectations. This document does not create an employment contract, implied or otherwise, and every employee’s employment remains at-will.

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) Sales