What are the responsibilities and job description for the Business Development Manager position at Papé?
PAPE' MATERIAL HANDLING, INC.
BUSINESS DEVELOPMENT MANAGER :
Are you looking for a challenge? Do you enjoy working in a fast-paced, high-energy environment? Do you enjoy creating and building relationships? If you answered yes to these questions, we want to hear from you! Pape' Material Handling is searching for a new Business Development Manager to help us compete and win.
At Pape', you can count on us to heavily invest in your career through training, resources, and support. We want to see you grow your skill set and experience, and in turn, provide excellent compensation, work-life balance, and benefits for you and your family. Come join our team!
WHAT YOU'LL DO :
As our Business Development Manager, you will work directly with our Sales team to increase target account penetration and grow our market share. It will be you that gives Pape' the competitive edge based on the communication strategies and research you drive. Picture yourself driving in a Pape' sales vehicle, researching and visiting businesses in the area, and creating a pipeline of candidates for the team, all while getting excellent compensation for the new business you create.
The specific work location will be determined during the interview process based on job availability and the candidate's preference. Most often, this role will be based out of a branch in either California, Washington, or Oregon.
WHAT YOU NEED :
- Bachelor's Degree OR five years of relevant work experience.
- Experience in Microsoft Office Suite programs and Salesforce.
- Driver's license with a good driving record.
- Excellent communication and customer relation skills.
Why work for Pape' :
The Pape' Group maintains a drug-free workplace and as such, requires candidates to successfully pass a pre-employment drug test.
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)
