Strategic Accounts Business Development Manager

Job Summary:

The Strategic Accounts Business Development Manager executes the Electric Power (Data Center) space vision for enhancing the performance of project management and prime product sales while being responsible for planning, coordinating, and managing complex project requirements. In addition, this position will provide market feedback to the company leadership regarding competitive offerings and prospect needs and generate product development ideas. The Strategic Accounts Business Development Manager is responsible for the development and health of strategic accounts for Holt Manufacturing.

Essential Functions:

• Models, promotes, reinforces, and rewards the consistent use of HOLT's Values Based Leadership (VBL) tools, models, and processes to ensure alignment with our Vision, Values, and Mission
• Collaborates with engineering and non-engineering departments developing and implementing sales
  plans to accommodate corporate goals
• Drives sales to increase revenue and profitability while maintaining minimal operational expenses
• Gathers required data from end-users to evaluate objectives, goals, and scope to create technical specifications
• Serves as liaison between engineering and non-engineering departments to ensure that all targets and requirements are met
• Ensures engineering projects are completed on schedule and within budget
• Oversees Program Managers and keeps project stakeholders informed of key issues that may impact project completion, budget, or other results
• Supports project planning activity during pre-bid, proposal, negotiation, and contract phases
• Performs Project Management duties a portion of the time alongside
• Works safely always and adheres to all applicable safety policies; complies with all company policies, procedures, and standards
• Performs other duties assigned

Knowledge, Skills, and Abilities:

• Strong analytical skills with an emphasis on the ability to break down issues into detailed steps to determine areas needing improvement or to help close gaps
• Strong business and finance acumen, and a deep understanding of managing for impact in a highly complex multi-application, multi-function environment is required.
• Strong communication, negotiation, and influencing skills, as well as the ability to work in a complex matrix organization, is required.
• Ability to take strategic goals and turn them into executable projects and carry them across the enterprise
• Ability to delegate work based on project requirements
• Ability to shape and sustain accelerated development around excellence in execution, new business process engineering and deployment, and large-scale program management using metrics, analysis, and benchmarking
• Ability to partner effectively and influence at all levels is required
• Conducts work assignments of increasing complexity under moderate supervision with some latitude for independent judgment

Education and Experience:

• Bachelor's Degree required, preferably in Engineering, Mathematics, or a related field is required.
• Minimum six years of relevant professional experience required; a combination of Performance Management, Engineering Project Management, Strategic Business Planning, and/or related field preferred
• Minimum of three years of people management experience is preferred

Supervisory Responsibilities:

Responsibilities include but are not limited to interviewing, hiring, and training employees; planning, assigning, and directing work; coaching and development; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

Travel:

• Up to 30% travel, as required

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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)