Workplace Change, LLC

Compensation

Full Description

Role Summary The Director of Business Development & Partnerships is a senior executive leader who serves on the management team and is responsible for driving Workplace Change’s growth strategy for 2026–2028 and beyond. This individual will combine strategic relationship-building, community engagement, and people-centered leadership to expand the firm’s reach and deepen its impact. They will: • Design and implement a comprehensive business development strategy that provides measurable steps and a system to build upon existing relationships, networks, and partnerships, thereby increasing Workplace Change’s client base. • Bring, cultivate, and manage high-value relationships that open doors to new opportunities and amplify Workplace Change’s influence across industries. • Develop an effective infrastructure for responding to requests for proposals and partnership invitations from government and corporate partners with efficiency, authenticity, and a relational approach. • Strengthen Workplace Change’s network with potential governmental and corporate partners to increase the firm’s visibility, competitiveness, and success rate in securing new partnership opportunities. • Integrate business development and people operations to ensure that growth aligns with Workplace Change’s culture, values, and reputation for excellence. • Serve as a practitioner in people and culture engagements by facilitating leadership conversations, conducting interviews and focus groups, coaching executives, and contributing to core Workplace Change service delivery when appropriate, with an eye on increasing partnerships. This leader will serve as a key member of the executive team, driving the business development strategy, stewarding relationships, and ensuring that talent and culture remain at the center of business growth. Key Responsibilities Business Development & Sales • Co-create and lead the execution of Workplace Change’s 2026–2028 and beyond growth strategy, setting ambitious yet achievable and measurable targets and ensuring all activities align with the firm’s mission to transform modern workplaces through fairness, transparency, respect, and access. • Identify, evaluate, and pursue new market segments and strategic partnership opportunities, including those in new regions, that align with the firm’s values and long-term goals. Build on existing relationships and develop creative go-to-market plans that accelerate sustainable growth. • Collaborate closely with the CEO and other key organizational leaders to cultivate high-impact alliances that expand Workplace Change’s influence, deepen its community presence, and advance the organization’s broader strategic objectives. • Monitor emerging market trends, client priorities, and the evolving competitive landscape to proactively anticipate needs and position Workplace Change as a trusted, forward-thinking advisor. • Strengthen relationships with current clients through intentional engagement, thoughtful cross-selling, and integrated service offerings that expand Workplace Change’s footprint and reinforce long-term partnership value. • Integrate storytelling and authentic relationship-based sales practices that elevate Workplace Change’s brand, highlight transformational client outcomes, and position the firm as a leading voice in the evolution of people and culture. • Provide direction and oversight for Workplace Change’s digital presence, working collaboratively with contractors, consultants, and internal team members to ensure the website remains current, visually compelling, and optimized for SEO performance. • Create and implement a social media plan with measurable goals, deliverables, and timelines that outline Workplace Change’s content strategies and approaches. These strategies will highlight the company’s expertise, showcase key initiatives, and strengthen engagement across platforms to expand brand awareness and attract new clients. • Develop systems and processes that leverage the strengths and capacity across the Workplace Change team to support business development efforts. People & Culture / HR Integration • Partner with People Operations to ensure that business development efforts reflect and uphold Workplace Change’s proven approach to people and culture, ensuring all client engagements are timely, relational, and grounded in practical excellence. • Align sales strategy with internal talent competencies, ensuring the firm’s growth pipeline matches the team’s capacity, expertise, and evolving strengths. • Serve as a cultural ambassador who bridges business development, delivery, and operations teams, fostering alignment, connection, and a shared sense of purpose across all areas of the organization. • Contribute as a practitioner of people and culture work by facilitating leadership sessions, conducting interviews and focus groups, coaching executives, and engaging directly in client-facing projects when appropriate. • Support organizational design and workforce planning to ensure scalability, balance, and cohesion as the business expands nationally and beyond. Strategic Leadership & Operations • Serve as an integral member of the executive team, shaping firmwide strategy, brand positioning, and growth priorities in partnership with the CEO and other leaders. • Provide oversight and lead business development & partnerships profit & loss, ensuring disciplined financial performance, accountability, and return on investment for all growth initiatives. • Strengthen operational systems and processes for managing the sales pipeline, client handoffs, and feedback loops to improve clarity, efficiency, and long-term relationship outcomes. • Establish clear metrics and dynamic dashboards to track growth progress, partnership health, and overall impact, translating data into actionable strategies. • Represent Workplace Change at conferences, convenings, and thought-leadership forums, amplifying the firm’s presence as a trusted voice in people and culture transformation. • Partner with the CEO and marketing team to design and execute creative strategies that elevate Workplace Change’s visibility and position the firm as a national and international thought leader in human-centered transformation. • Intentionally contribute to Workplace Change’s culture of excellence, learning, and belonging to enable our team to be able to activate our strategic priorities. Required Qualifications • Tangible experience in business development, sales leadership, and relationship development (including for elected officials and non-profits). • A strong understanding of HR/people operations, culture transformation, and/or large-scale operations. • Strategic mindset combined with operational excellence and execution capability. • Excellent relational and communication skills with executive presence. • Data‑driven approach with strong analytical and forecasting skills. • Entrepreneurial spirit, flexible leadership style, and alignment with WPC’s inviting values. Preferred Attributes • Experience in HR services, consulting, and/or culture transformation. • Strong network within HR, governmental, non-profit, and corporate sectors. • Experience managing partnerships, referral networks, and strategic alliances. • Proven ability to activate personal and professional networks. Key Success Metrics (First 12–18 Months) • Achieve revenue growth targets consistent with the 2026–2028 plan. • Tweak, enhance, and activate a high-functioning sales and partnerships structure that enables revenue growth. • Develop 3+ strategic partnerships that generate measurable results. • Implement CRM and reporting dashboards that allow for understanding of what needs to be improved and activated. • Align growth with internal strengths, ensuring revenue growth and internal staff retention. • Maintain or improve client satisfaction while scaling operations. • Build a dynamic set of goals for business development that activates the CEO and the Workplace Change team. Culture & Leadership Fit The ideal candidate combines strategic growth leadership with a deep commitment to human‑centered culture. They model empathy, transparency, inclusion, and accountability, ensuring that revenue growth aligns with WPC’s values. They drive business outcomes while safeguarding WPC’s ethos and authentically scaling its culture. Location: Portland, OR (hybrid- based in an office setting 3-4 days per week) Travel: Frequent local, infrequent national – to client sites, industry events, partner meetings, domestic U.S. Additional Considerations • Expertise in change management and organizational growth. • Knowledge of technology platforms like CRM, partner management, and analytics. • Skilled at balancing growth with service delivery capacity. • Strong governance for selecting and managing partnerships. • Committed to ethical, values-based business development. • Resourceful and creative thinker with the ability to take informed risks. • Understanding of risk, contracting, and data‑driven insights. • Skilled at leading remote/hybrid teams and modeling flexible leadership. Compensation & Package Competitive executive‑level compensation, including base salary, performance bonus tied to revenue and partnership metrics, comprehensive benefits, flexible work arrangements, professional development budget, and travel allowance. How to Apply Submit a cover letter detailing both your business development/sales leadership experience and your HR/people operations or culture transformation background. Include your resume and a one‑page statement illustrating how you have embedded an inclusive culture or people operations into business growth. Workplace Change provides employees with 401k with an up to 4% match, health insurance (including mental health and vision), dental insurance, life insurance, and a generous vacation and time off policy. Workplace Change is an equal opportunity employer committed to workforce diversity.