Job Description:

The BD Excellence Assistant Manager owns the full performance engine for the BD department from diagnosing where performance breaks down, to designing the KPI/incentive mechanics that drive the right behavior, to building the capability and coaching system that closes the gap once it's identified. This role connects three things that are usually siloed: data (what's happening and why), system design (the rules that shape behavior), and capability building (the training and coaching that lifts the field to meet the system).

1. Performance Monitoring & Diagnostics

Own performance tracking across the full BD team, grade distribution (Bell Curve Management), C-to-A+ movement, and proposed interventions by team, region, and MOB/BD cohort
Track average new / existing / churn ADO by team, region, and cohort to catch performance drops before they hit topline
Track onboarding ramp-to-productivity for new hires flag any cohort ramping slower than benchmark
Measure training and capability building effectiveness (SalesCap) through ramp time and C-to-A+ conversion rate

2. Performance System Design

Own KPI logic, threshold structure, and percentile model for the BD organization
Design the competition framework, reward structure, and leaderboard mechanics, ensuring incentives drive sustained right-behavior, not just short-term volume
Own program ROI: evaluate cost vs. volume/revenue generated for each performance program recommend what to scale, adjust, or kill

3. Sales Capability

Ensure the capability-building agenda is directly wired to the performance signals and KPI system above, not run as a separate track.

Learning & Development: standardize the 30/60-day onboarding program (Office + Field) with ramp curriculum and sign-off checklist own sales methodology training grounded in SPX's actual sales motion maintain the hunting/negotiation playbook as a living, field-ready document updated with win/loss patterns and product/pricing changes
Performance Improvement & Talent Development: define the BD competency framework by grade and level build the manager/leader coaching toolkit (observation framework, structured feedback, coaching conversation template) design grade-based intervention programs triggered by BD Excellence signals - fast-track for newbies, rescue track for Grade C, acceleration for Grade B/B+, challenge track for Grade A/A+
Engagement: run the monthly pulse survey across all BD (Office + Field, North + South) track engagement score trend by team/region as an early-warning signal for attrition or performance drop design recognition and culture programs (MVP of the month, peer-nominated recognition, milestone celebrations) close the loop with BD Managers and HOD, and coordinate with HRBP when risk signals appear

Requirements:

6-8 years of experience in Sales/BD Excellence, Commercial Excellence, Performance Management, L&D/Talent Development, Business Intelligence, Consulting, or related fields
Experience in ecommerce, logistics, technology/platform businesses, FMCG, or other high-growth, field-sales-driven industries preferred
Experience designing KPI/incentive systems and/or sales capability programs for a field sales force strongly preferred

Commercial Performance & Salesforce Excellence Lead - SPX Express