Regional Growth Leader, US North Central

Application Process Along with your resume, please let us know your interest in this role by answering the below questions. Please keep responses to 1-2 pages in total. 1. What do you feel are the greatest opportunities and challenges in the region? 2. What is your approach to bringing together our Community Development and Transportation team members into the One Infrastructure approach to achieve collaboration and growth in the region? 3. What interests you most about this opportunity? Submit your interest by Friday, June 19th. Shortlisted applicants will be invited for interview starting in early July. For information about the application and selection process, contact Paige Bauman, Talent Acquisition Manager – Infrastructure. The Regional Growth Leader (RGL) is an integral member of Infrastructure’s growth leadership team overseeing market growth and development. This includes strategic planning, growth into new markets, development of new key accounts, supporting corporate campaign initiatives and driving collaboration of strategy across the region and BCs. The RGL identifies, prioritizes, and helps develop key clients and opportunities in the region, aligning the efforts of Sector Leaders (SL), Business Center Practice Leaders (BCPL) and Account Managers (AM). The RGL will contribute to driving the revenue growth program through strategic regional initiatives, organic and acquisitive growth, client capture strategy, service expansion and growth, and client engagement. The RGL is responsible and accountable for: * Top line accountability – oversight and accountability for top line activities with the region * Strategy – strengthen our market position through organic and acquisitive growth strategies and transformative growth initiatives * Client Development - developing strong relationships and portfolios with key clients and major accounts * Corporate Campaigns – support and develop the region’s growth contributions to the company’s key corporate campaign initiatives The RGL will advance these responsibilities through engaging across the region, its projects and pursuits, and the industry at large as a brand ambassador. The RGL will also be a close collaborative partner to the Regional Business Leader (RBL) in order to drive top line growth but also be part of the region’s leadership team to manage a profitable regional business. The RGL will report to the Infrastructure Growth Leader. It is the expectation that all leadership roles have a term of approximately five years for the purpose of succession planning and company growth with the opportunity to reevaluate at the end of the term whether the five years should be extended. The successful candidate is required to be located in one of the Stantec offices located in the respective geography the RGL will support. Key Responsibilities Strategy * Develop and execute acquisitive and organic growth strategies for the region in collaboration with RBLs, SLs, BCPLs, and account managers. * Remain attune to major market drivers, megatrends, campaigns, regional politics, regulatory challenges, and economic indicators that may influence risks and opportunities for the region and share the knowledge. * Connect internal resources (subject matter experts, project and technical leads, pursuit resources, etc.) to leverage Stantec’s engagement of internal resources and to optimize our chance of capture. * Responsible for promoting collaboration between BLs, RBLs, SLs, BCPLs, BCOLs, AMs, and Principals; focus on cross-selling to consistently win new work with clients within the region. Top line Accountability * Has oversight and accountability for top line and key performance metrics including sales performance, ROI, capture rate, and pipeline data integrity. * Leads and develops a team of engaged and collaborative BCPL professionals, setting expectations/accountability for team performance. * Leads/participates in go/no-go decisions and pursuit budget discussions for large and/or strategic pursuits in the Region (those deemed part of strategic pursuits program, sector strategic or greater than $5M in NR). * Lead the identification and support of the regional top 20 strategic pursuits. Develop criteria for partnering and subconsultant use, monitor team activities and progress, monitor pursuit spend/budget, contribute to pursuit strategy, align execution with BOU strategic programs (i.e. innovation, digital practice, and virtual design and delivery). * Coordinates with sector leaders to connect subject matter experts, identify resource needs in the region, pursue opportunities, and support key sector pursuits in Top 20s. * Accountable for regional MBD and net revenue results in partnership with

RBL.

* Manages regional MBD budget to plan and prioritize conference and tradeshow investments, in coordination with BCPLs.

• Support development of technical proposals for strategic pursuits.
• Measures / monitors / promotes data accuracy in Pipeline with BCPLs and

account managers. * Contributes to accurate Net Revenue Forecasts for the region. Client Development * Be personally involved in key client relationships, strategic project pursuits, major project leadership and support delivery. * Help develop strong relationships and portfolios with key clients in the region. * As appropriate, become an Account Sponsor to some of the region’s key client accounts. * Identify regional opportunities, help understand local client drivers, and work with local governments to understand drivers/incentives, creating opportunities and leading the industry where appropriate. Growth Initiatives * Corporate/BOU Campaigns: Identify potential areas for investment within regions that could result in new revenue growth at the BOU or Corporate level. * Strategic Growth Initiatives (SGI): With the Growth Leader, identify which SGIs provide the most significant growth opportunity for Infrastructure. Connect Infrastructure leaders with SGI leaders to unite strategy, resources, and targeted clients. For each SGI, work with the Growth Leader to outline the potential of each opportunity and goals for our participation regionally. * Acquisition / Group Hire / Strategic Hire: Working with the Growth Leader, to identify and pursue potential acquisitions, group hires, bundled hires, and strategic hires to achieve growth targets and diversification. Core Infrastructure Leadership Responsibilities People Leadership * Act as a highly regarded leader, thought partner, and a source of counsel and advice for the business. * Identify emerging leaders across the organization for growth and advancement. * Assist in the recruitment of emerging and top talent that has a strong knowledge of growth trends. * Engage in and support resource management, career development, engagement, succession planning, coaching, mentoring, and leadership development across the region and growth pillar. * Take a proactive role in furthering our brand position and leading staff to demonstrate excellence and thought leadership in targeted areas. Financial Management * Contribute to the annual business plan and budget, outlining the vision, focus, and priorities for implementation and setting specific goals for business and practice performance. * Be considerate of bottom line when setting rates to achieve the target margin. * Partner with BCPLs, BCOLs, and RBLs in the Region to support the budget preparation with direct responsibility for revenue growth. * Collaborate with the RBLs to provide support (where requested) for the development and implementation of improvement plans for underperforming operations within the Region. Enhance our Practice * Participate on the Infrastructure Leadership Team and actively collaborate with the BOUL, BLs, SLs, RBLs, DLs in the improvement of our pursuit strategies that can be employed to help differentiate us in the market on major pursuits. * Position the Stantec Infrastructure practice platform as a preferred employer in the markets we work in for the purposes of staff recruitment and retention. * Build relationships with other Stantec Business Lines and Sectors to foster cross-pollination of work and to capitalize on new business opportunities.

• Embody our Better Together core value.
• Contribute to Stantec’s Safer Together culture, prioritizing the physical and

mental health and safety of our employees. Key metrics to be developed in conjunction with the Infrastructure Leadership, but to broadly include: * Meet regional business plan MBD, sales, and revenue targets within budget. Ignite BI Dashboard as single pane to MBD Performance:

• Sales performance vs sales target
• Net revenue growth (% over prior year)
• Backlog growth year-over-year
• MBD spend performance against budget
• ROI: MBD Spend vs Sales on trailing 12 months
• Capture rate > 35% by region/BC
• Funnel Health measured by Funnel Hygiene metrics in Ignite
• Regional Top 20 capture rate ($) >40%
• 10 client touch points per month
• Client surveys completed for all K1-K2 clients within region annually, as

well as key projects/client relationships

• HSSE goals and targets for leaders
• People leader goals, as appropriate

Pay Transparency: In compliance with pay transparency laws, pay ranges are provided for positions in locations where required. Please note, the final agreed upon compensation is based on individual education, qualifications, experience, and work location. At Stantec certain roles are bonus eligible. Actual compensation for part-time roles will be pro-rated based on the agreed number of working hours per week. Benefits Summary: Regular full-time and part-time employees (working at least 20 hours per week) have access to medical, dental, and vision plans, a wellness program, health saving accounts, flexible spending accounts, 401(k) plan, employee stock purchase program, life and accidental death & dismemberment (AD&D) insurance, short-term/long-term disability plans, emergency travel benefits, tuition reimbursement, professional membership fee coverage and paid family leave. Regular full-time and part-time employees will receive ten paid holidays in each calendar year. In addition, employees will be eligible to accrue vacation between 10 and 20 days per year and eligible for paid sick leave (and if more generous, in accordance with state and local law). Temporary/casual employees have access to 401(k) plans, employee stock purchase program, and paid leave, in accordance with state and local law. The benefits information listed above may not apply to union positions because benefits for such positions are governed by applicable collective bargaining agreements