Energy Market Director

Energy Market Director

PERFORMANCE EVALUATED BY: CHIEF STRATEGY OFFICER and CHIEF EXECUTIVE OFFICER

CLASSIFICATION: Grade Level 13, Exempt

DATE: April, 2024

Responsibilities: Business Success Client Creation Market Success Strong Relationships Engaged Employees Administrative

The responsibility of the Energy Market Director II is to manage and grow a significant client sector business through client creation, client development, project success, strong relationships, contract wins, market analysis, and engaged employees.

The essential functions of the Energy Market Director II are to:

Business Success

1. Manage the market to meet sales, revenue, growth and/or contribution goals with annual market size of $7,500,000 or greater.
2. Be individually utilized on projects for a specified minimum number of hours per year.
3. Report to Chief Strategy Officer no less frequently than quarterly projections of contract wins and any business changes anticipated in the market that will impact the resources needed to win or execute backlog.
4. Provide market information, projections, and insight for the development of the companys annual Strategic Plan and recommend new or expanded service offerings identified as client needs.
5. Assist in the development of an annual business plans to include primary efforts and metrics by which market success will be defined.
6. Develop the Market budget.
7. Manage the business development budget for the market.
8. Review and annotate monthly budget variance summaries and outline notable deviations.

Client Creation

1. To know the client sector so well that the services offered match their needs and sell themselves.
2. Develop written planning documents to capture key strategy elements related to primary efforts by client or geographic region.
3. Develop strong capture teams to create clients.
4. Assist Marketing and the Sales teams in their activities to create new clients and win new projects by providing market expertise in sales meetings, proposals, budgets and marketing materials.
5. Develop and utilize market qualification standards to qualify a lead as a prospect.
6. Assign a Sales Lead to each opportunity/prospect/client to build a profile and develop capture data.
7. Qualify prospects as a target and develop a strategy to identify project opportunities from the target.
8. Upon identification of an opportunity, execute a Go/No Go Determination.
9. Establish capture budgets and develop initial strategies to win projects.
10. Monitor the capture budget to win projects effectively.

Market Success

1. Review manpower planning estimates submitted by Practice Leaders for all projects with revenue greater than $10,000
2. Establish the Target Direct Labor Multiplier for each project and, as necessary, negotiate the contract with the client.
3. Follow and ensure that all participants follow proper workflows for opportunities, proposals, and project development as they relate to Market initiatives.
4. Continually balance backlog and human resources within the market and between project teams for meeting employee utilization, project schedules and revenue projections.

Strong Relationships

1. Assign Sales Leads and Client Sponsors to clients and monitor their function of maintaining client relationships and earning new engagements.

Engaged Employees

1. Create and continually foster a culture of high employee engagement within the sales and project teams to improve employee engagement by placing employees in positions where each has the opportunity to what they do best each day.
2. Implement the tasks identified in the Employee Incentive Plan including the development of individual job expectations, annual goals and incentives for the Sales team and others.
3. Develop the individual employees within the market through training, coaching and mentoring.
4. Identify and develop a protg(s) with a goal to grow and succeed the Market Director.
5. Conduct performance evaluations each six months for each Sales Team member working within the market and make recommendations to Corporate related to the administration of promotions, annual compensation, base salary and bonus for each.
6. Collaborate with Human Resources department and terminate employees who fail to perform to the expectations of the market or the company. The Market Director should monitor and strive to minimize the regrettable staff turnover rate of the practice.
7. Make recommendations to Corporate regarding the hiring, promotion and termination processes for Sales Team staffing to meet the human resource needs of the Market.
8. Promote language, message and culture that communicates to employees working within the market that the mission and purpose of the company and specifically the employees job is important.

Administrative

Growth and participation in administration involves increasing responsibility in activities that include, but are not necessarily limited to aspects of the project management process; business unit financial management; personnel supervision; marketing; and/or company strategic planning.

A Market Director should be able to:

1. Follow policies and procedures set forth in the CDG Employee Handbook.
2. Update talent profile and resume on a periodic basis as determined by the Corporate Marketing Department to include new skills and experience developed.
3. Utilize VISION to complete timesheets, expense reports, and other job specific tasks according to the schedule established by the Corporate Accounting Department.
4. Participate with the Corporate Marketing department in the development of project write-ups by offering details regarding your role in the project.
5. Notify Business Development Coordinator of any changes that need to be made to the Client Record to keep client, contact, and vendor information current in VISION. The Client Record includes information such as Contact profiles, Address, organizational function, and other relevant information.
6. Adhere to Information security and other IT policies.
7. Utilize communication platforms including but not limited to Outlook, Skype/Teams, OneDrive/SharePoint, and phone system.

Qualifications:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Experience/Education:

• A four-year accredited college degree in business or a technical area.
• At least ten years management experience in a related area.
• Proven record of managing a business sector with annual net revenues averaging no less than $7,000,000.

Behavioral Competencies:

1. Judgement (Strategic): The tendency to have a balance of traits necessary to discern pertinent information, and formulate an effective strategy.
2. Effective Enforcing: The tendency to skillfully correct others when they are violating rules or performing poorly.
3. Provides Direction: The tendency to manifest the traits necessary for a leadership role.
4. Handles conflict: The tendency to skillfully face discord or strife, and the interpersonal skills necessary to deal with it effectively.
5. Negotiating: The tendency to bargain in order to reach a beneficial agreement.
6. Innovative: The tendency to create new and more effective ways of doing things.
7. Interpersonal skills: The tendency to have a balance of traits that relate to effective interaction with others.
8. People oriented: The tendency to positively interact with others.

Skills:

• Computer skills, communication skills orally and written.

Physical Requirements:

• Seeing, hearing, talking, stooping, bending, reading, and writing.
• Ability to lift 25 lbs. or more

Ability to work extended hours at times.

Environment:

• Predominantly office environment; some travel is required.

• Management