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).
- 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
- 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
- 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
