Business Development Manager, Parking

The Manager, Business Development – Parking is responsible for the development and maintenance of the business/sales relationships with current and potential clients and to identify and prioritize pursuit opportunities. They will own leads and convert them into sales opportunities. The Manager, Business Development – Parking will rationalize, define, deploy, “win” strategies, lead individual pursuits in addition to leading the pursuits teams while working with various other functional leads/departments in securing sales and meeting Clark Pacific’s sales objectives as indicated in Essential Duties.

Reasonable accommodations may be made to enable qualified individuals to perform the essential functions.

Exercise a high level of confidentiality when dealing with staff, projects, and proprietary information.
Nurture relationships with key stakeholders across Northern California that enable Clark Pacific to be a preferred partner engaged early in construction projects so that we may help shape, influence, and deliver an optimal solution for customers’ needs.
Develop, in concert with Facades, Parking, and Emerging business units’ cross-functional leadership, goals and objectives that achieve revenue, margin, and market share targets aligned to manufacturing capacity and product line standards.
Ensure the design and implementation of a work plan that has a clear road map and path to achieving metrics goals (i.e., bid engagements required to deliver sales, and number of contacts required to achieve necessary number of bids).
Maintain alignment with Facades, Parking, and Emerging Markets leadership across multiple skill teams (Business Development, Estimating, Manufacturing, Engineering, Finance, Design Build).
Participate in industry and trade events.
Maintain and cultivate relationships and favorable contacts with current and potential customers.
Influence product development by providing the NorCal voice-of-the market up front into product design, development, and engineering.
Challenge actively (constructively) and voice relevant concerns; coach and teach others on the team to engage constructively in meetings and encourage vibrant discourse.
Alignment with the following (not limited to) Key Success Factors and deliverables as determined by Supervisor, including but not limited to:
o Developing Business Development Plan
o Prospecting to Generate Leads
o Leveraging and Teaming within Clark Pacific
o Managing and Forecasting Sales Pipeline
o Positioning and Selling
o Presenting the Clark Pacific Solution
Other duties as assigned
Preferred experience/education: BA/BS degree and five plus years of experience within the construction industry in Northern California.
Industry Affiliations – i.e.: DBIA, AIA, etc.
Experience with Northern California’s design-build Market including Owners, Architects, Engineers.
Experience and demonstrated knowledge of construction process and construction delivery methods.
Core Values: Determination: Meet challenges head on!
Innovation: Always look for better!
Well-Being: Seek the success, health and happiness of all!
Benefits: Competitive compensation, being paid on a weekly basis.
Health, Dental and Vision Insurance with the options of using Kaiser and VSP for vision!
Medical FSA
Dependent Care FSA
Employer paid life insurance paid by Clark Pacific
Voluntary Ancillary Benefits such as Critical Illness, Accident Insurance and Whole life insurance.
401k matching 100% of the first 3%, then 50% of the next 2%
Membership to our local gym

*Benefits will be subject to a waiting period*

Interested? Want to learn more? If you’re a hard-working nice person who is smart and curious, and think that this position is right for you, we want to hear from you. Please apply and let’s begin the journey. Welcome to Clark Pacific. Let’s do great things together!

Clark Pacific is an Equal Opportunity Employer

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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)