What are the responsibilities and job description for the Associate Business Development Manager position at Lube-Tech?
With a purpose to make tomorrow a little bit better than today for each other, our customers, and our communities , Lube-Tech provides an environment where you can love what you do and be your best every day.
What you will enjoy by being a part of a 2024 USA Great Place to Work certified company :
A position that is : Salary Full time
With top-tier benefits starting DAY ONE including :
- Medical Plan options, including fertility coverage and free mental health and telehealth coverage
- Dental and Vision Insurance
- FSA / HSA options
- Paid parental leave
- Company-provided short-term disability, long-term disability, and life insurance
- Supplemental Insurances, including accident, critical illness, hospital, and supplemental life insurance
- 401(k) with a generous company match
- Pet Insurance Benefits
- Tuition reimbursement
- 21 Paid Days Off
- 7 Paid Holidays
- Short-term Incentive Plan (STIP), ask your Talent Partner for details
- Dress For Your Day (casual dress environment)
- Work Your Way (hybrid work) - Three days on site with anchor day on Wednesdays
HOW YOU WILL CONTRIBUTE TO OUR TEAM (Overview & Key Responsibilities) :
JOB PURPOSE or JOB SUMMARY :
Lube-Tech produces high-performance lubricants and fluids for today's world leaders in powersports, outdoor power equipment, industrial, marine and heavy equipment engine manufacturing, as well as customers in automotive, fleet and manufacturing-use settings. At Lube-Tech, our Business Development Management team is responsible for the 4Ps (product, price, place, promotion) of the lubricants, fluids, hard parts and services that support those customers, with our products at the center of what we do.
The Associate Business Development Manager (ABDM) will drive and influence product strategies directly with their customer(s) based on applicable economic, market and product trends. The ABDM will perform analysis and follow-up on : account performance (e.g., on-time ship, product line performance) and costing / pricing to maximize company revenue and profitability. The ABDM is responsible for the commercialization of new products, changes to existing products as well as managing a broad range of both customer-facing and internal continuous improvement projects.
ESSENTIAL DUTIES and RESPONSIBILITIES :
Segment Performance
Product Lifecycle Management
Directly owns the development of these opportunities and / or works alongside development with Business Development Specialists
Other
WHAT YOU NEED TO SUCCEED (Minimum Qualifications) :
Education :
Experience and / or Training :
License / Certification
Knowledge, Skills, and Abilities :
PHYSICAL and MENTAL DEMANDS :
While performing the duties of this job, the employee is frequently required to sit, stand, talk and / or hear or use hands, handle, or touch objects, tools or controls. The employee must occasionally lift and and / or move up to 40 pounds while moving actual products, files or small packages. The employee must have sound mental reasoning and decision making as recommendations of action based on analysis of mathematical data, complex processes & procedures and narratives are an integral element of this position.
ENVIRONMENTAL DEMANDS :
Work is primarily conducted in a hybrid office-remote environment with a minimum of three days per week in office or at customer locations where the noise level is usually moderate. The position requires infrequent travel via air or auto.
Lube-Tech is an Equal Employment Opportunity / Affirmative Action Employer. Qualified applicants including women, minorities, veterans, and individuals with disabilities are encouraged to apply.
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)
