Tag Archives: F&A

VP BPO Sales – Life Sciences

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Responsibilities

This role is responsible for ensuring growth and profitability of the new logo accounts that they win, effectively handhold and manage client relationships at the appropriate level, and facilitate delivery in the account set up stage.

The Sales Executive (hunter) is also responsible for achieving the assigned annual revenue quota from new client’s they win by actively managing the won accounts and managing revenue targets assigned.

Additional responsibilities include:

  • Develop specific sales plans for each won account so they can maintain business and where possible increase the sales volume
  • Target Life Science based client industries to sell full set of BPO and Transformational Services
  • Work to increase revenue by identifying additional products to complement what is currently sold to the existing customer base of won accounts
  • Drive to generate growth through new account penetration and referral and direct efforts towards building sales
  • Translate clients’ strategic requirements into enabled solutions to improve their business results
  • Work with others to achieve better results and forge close working relationships and alliances in order to get things done internally for the client
  • Need to have experience of handling multiple accounts
  • Be required to work with the Prospective/New Client Team to achieve revenue growth and profitability targets
  • Position as a strategic partner, trusted advisor and value-creator to clients
  • Stay on top of information needed by prospective customers in an effort to serve as a resource
  • Demonstrate patience and a willingness to repeat or reinforce ideas and information until the customer understands
  • Seek to provide an appropriate solution by understanding what the customer is trying to accomplish
  • Change the sales approach or solution to accommodate the customer versus force fit the customer to an existing model
  • Understand the financial impact of developments on the industry and company
  • Orchestrate services into solutions that meet client’s business objectives, while delivering measurable results
  • Drive the creation and execution of new account plans
  • Work closely with Delivery teams to meet and exceed client expectations, and resolve relationship and/or operations issues in a timely manner for new clients
  • Collaborate with other CEs, Delivery Leaders and Leaders to grow the overall portfolio
  • Participate in client visits, industry events, trade shows, conferences and/or other marketing events as necessary

Qualifications

  • Effectively and proactively managed client’s expectations, built deep client partnerships, and developed excellent communication and executive presence to connect at all levels in the organization.
  • Experience in mining long term complex multi-million dollar accounts, services or solutions and adding new accounts.
  • Ability to communicate confidently at the C-level to build meaningful internal and external relationships.
  • Broad functional knowledge within the sector and able to connect with a variety of executive level stakeholders
  • Strong BPO sales process and operations skills (pipeline management, forecasting, budgeting, etc.)
  • Strategically minded and able to create a consultative and solution-minded sales environment.
  • A forward & innovative thinker constantly focused on shaping the organization to meet and anticipate both near and long-term business issues
  • Demonstrated ability to work in a multicultural global environment.

Key elements for the role:

  • Ability to multi-task
  • Cross Sell ability
  • Ability to work with multiple stakeholders
  • Persuasive skills
  • People management and leadership skills
  • Industry focus approach
  • Relationship management
  • Dedicated to achieving business results
  • Be a thought-leader

Location: Northeast US

If you would like to explore this opportunity or know someone who might, please let me know.

Larry Janis, Managing Partner I Integrated Search Solutions Group

P-516-767-3030 I Email: janis@issg.net

ISSG I Twitter I LinkedIn

Account Leader

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The Account Leader is responsible for all client interfaces within the assigned account scope. S/He works together with his/her manager to build an account plan and is responsible for client management based on the account plan. Usually, the Account Manager handles multiple accounts or a large account depending on the value. He / She is responsible for Revenue Growth within these accounts.

 

Responsibilities

  • Client relationship management –managing relationships with operational client personnel – those directly involved with the client’s presence
  • Responsible for a portfolio of USD 15-18MN + driving revenues within the assigned account scope by being the owner of the entire Opportunity Management cycle: Prospect-Evaluate-Propose-Close. This involves identifying business opportunities, selling concepts to the client where required and influencing the client to give additional business based on demonstrated capability and past performance.
  • Conduct research as well as competitor analysis, create proposals / pitches, validate estimates / effort, deliver client presentations and negotiate with clients.
  • Client delivery assurance – assuring the client of Tech Mahindra commitment and driving the delivery process by working collaboratively with the Program Managers in the Business Unit
  • Collaborate with the Program Manager to address all people or infrastructure related issues that may be affecting the delivery of the project vis-à-vis the specific client.
  • Balance different projects running for the client that may involve different Program managers or horizontal competency units’ resources.
  • Work closely with the Solutions Leader / Middle Office to build customized solutions pitches for the target account and driving the revenues and delivery of these solutions to the account scope
  • Account Planning and Governance – completely responsible for all Client Management processes – Plan-Sell-Deliver-Manage.
  • Build an Account Plan for the account scope – with details of the relationships required, the opportunities that have to be chased, and the revenue expected from such opportunities, as well as potential threats and weaknesses that need to be addressed
  • Pricing decisions within the scope of the Master Services Agreement
  • Middle Office proposal support for new business development outside of account scope
  • Provide necessary input for building future alliances with relevant product vendors

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Sr. Manager: Global Business Services- Outsourcing & Shared Services

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Achieve the next level of Performance!  Leading businesses are now using Global Business Services (GBS) to create alignment among their business units. Instead of operating numerous shared service centers and managing outsourcing vendors separately, organizations can integrate governance, locations, and business practices across the enterprise to achieve transformative performance improvements. In this way, GBS serves as a single enterprise organization or network that can drive collaboration and sharing to improve delivery efficiency, effectiveness, and business outcomes.

Work you’ll do

You along with dynamic colleagues will help organizations create a single enterprise organization or network of Shared Services and Outsourcing relationships.  As a Senior Manager, you are expected to contribute to the firm’s growth and development in a variety of ways.  You will be responsible for engagement management: Lead engagement planning  and budgeting; mobilize and manage engagement teams; define deliverable structure and content; facilitate buy-in of proposed solutions from top management levels at the client; direct on-time,  quality delivery of work products; manage engagement economics; manage engagement risk.  Senior Managers manage day to day interaction with executive clients and sponsors.  You will be expected to participate in Business Development, develop and maintain contact with top decision makers at key clients; organize and lead pursuit teams; participate and lead aspects of the proposal development process; contribute to the development of proposal pricing strategies.  Senior Managers must contribute to Practice Development & Eminence:  Develop practical solutions and methodologies; develop “thoughtware” and “point- of-view” documents; participate in public speaking events; get published in industry periodicals.  We invest in our people, as a Senior Manager you will be responsible for people development, performing the role of counselor and coach; provide input and guidance into the staffing process; actively participate in staff recruitment and retention activities; provide leadership and support for delivery teams and staff in local offices.

 

Qualifications

Required:

  • A minimum of 10+ years consulting and/or industry experience is required
  • Must have subject matter expertise and project experiences in Shared Services, Outsourcing and/or Offshoring industry, or multiple back-office functional optimization
  • Shared Services Feasibility Assessments, Implementations, and Optimization
  • Ability to analyze and apply outsourcing trends
  • Practical experience with the full lifecycle of functional optimization, BPO and/or shared services programs
  • Core vs. Non-Core Assessments
  • Understanding of vendor landscape
  • Ability to interact at all levels of the client organization
  • Business Development and Delivery experience
  • Bachelor’s Degree

Preferred:

  • RPA experience
  • Ability to work independently, manage small engagements or parts of large engagements
  • Strong oral and written communication skills, including presentation skills (MS Visio, MS PowerPoint)
  • Strong problem solving and troubleshooting skills with the ability to exercise mature judgment
  • Willingness to mentor junior staff
  • An advanced degree is preferred

If this opportunity sound like a great fit, please reach out to:

Larry Janis, Managing Partner, janis@issg.net

or

Jeff Bruckner, Partner, bruckner@issg.net

 

Should I stay or should I go?

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The topic of counter offers is an interesting one. I am sure you have seen articles and thoughts about the subject and they are usually one person’s perspective on the topic. For a somewhat different approach, we’ve reached out to people in our network to gain their thoughts and perspective on the topic.

 

 

We asked:

You have just received an offer to join a new firm. You are giving notice to leave your current position and your employer makes a “counter offer” to keep you from leaving. You start to think about whether or not to take that “counter offer.”

Why would taking a counter offer can cost you more in the long run?

Read their responses below:

“My experience in being on the other side of the counter is that they only delay the inevitable.  Whatever, led that individual to go as far down the path as getting an offer at another firm (in most cases) will not have fundamentally changed. They will just be paid more to tolerate whatever it is that they didn’t like before. So now if they turn down the other offer they’ll be back in the market again in 6-12 months or less and most likely unable to go back to that original firm that recruited them.”

                                                                      Monty Hamilton, CEO, Rural Sourcing

” I think the reason few people accept counter-offers is simple, you have exhausted all avenues of resolution with no resolve.   If you are underpaid given the market, then either your employer isn’t in tune with the market or does not feel you are of value.  You shouldn’t have to threaten to leave before someone is willing to do something.  If you accept the counter, what is going to change, all of the same conditions still exist and it could be to your detriment as you could get pegged as a problem person.  Further I think the same thing could be said for any reason you would want to leave, career progression, problem co-worker, etc.  If you have a good people manager and a good HR department then your issues would have been addressed and you wouldn’t be looking for a new job.  And if your HR department and people manager can’t work together (or around each other if one of them is the problem) to remove appropriate obstacles then you don’t want to work there anyway.”

Peter Magladry ,Client Relationship Director at Willis Towers Watson

“Don’t take the “counter” of equal pay unless it comes with a fast-track commitment to greater responsibility.”

Reed Keller, Former PWC Consulting/Vice Chair.

“It has always been my perspective that if the person you are trying to keep is absolutely critical to your operation, and he or she comes to you to say they are taking a competitive offer then shame on you for not recognizing their value up to that point. You may be able to keep them  for some period of time but you have lost a piece of their heart and passion to work for you. 

From the employee perspective, unless the employer makes the counter offer so good and you were not sure about the other company, then by all means consider the new offer from your current employer.

But prepare yourself to be able to walk out that door in the future because your current employer obviously doesn’t really value you on a day to day basis. If they really valued your contribution to the team, they never would have put you in the position of looking to the outside. I have only left an employer when the passion I needed to succeed at my job has been lost. Rarely has a counter offer ever brought the passion back to keep me for the long term.”

Tom Mezera, Mezera Consulting LLC

This is the first installment of this series. We hope you find these perspectives interesting. If you would like to share your thoughts on this for future blogs, please let me know.

Larry Janis, Managing Partner, ISSG, janis@issg.net

Senior Level Manager for Payroll Tax

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The Payroll Tax Senior Manager is responsible for the oversight of all payroll tax processes Federal, State, and Local and will be responsible for Corporate Payroll Stock Accounting.

 

 

Key Responsibilities:

  • Manage the payroll tax team in delivering customer service, including responding to inquiries related to payroll from our client, properties, workers and various internal departments
  • Ensure payroll tax compliance, including tax deposits, filings, and reconciliations to the general ledger are accurate and completed in a timely manner
  • Monitor tax law changes and partner with client on interpretation and implementation.
  • Oversee all tax filings for Fed, State and Local jurisdictions, provides recommendation to the client based on tax changes and publications.
  • Responsible for all payroll tax and stock accounting for all US based properties and US corporate offices.
  • Collaborate in development, testing, and troubleshooting of all system changes with the client, IT, etc. as it relates to payroll tax
  • Implement continuous process improvement to include the adoption of best practices, and updating standard operating procedures accordingly
  • Engage with senior management and be the subject matter expert for payroll and payroll tax-related matters, expatriates, 1099 reporting matters, payroll general ledger mapping/reporting.
  • Ensure the proper controls and procedures are in place, documented and followed as well as working with internal audit in testing the effectiveness of the controls

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