Regional Growth Leader, Infrastructure US West

The Regional Growth Leader (RGL) is an integral member of Infrastructure’s growth leadership team overseeing market growth and development. This role focuses on strategic planning, growth into new markets, development of new key accounts, supporting corporate campaign initiatives, and driving collaboration across the region and across business centers. The RGL identifies, prioritizes, and helps develop key clients and opportunities in the region, aligning the efforts of sector leaders, business center practice leaders, and account managers. The RGL is responsible for driving revenue growth through strategic regional initiatives, organic and acquisitive growth, client capture strategy, service expansion and client engagement. Key Responsibilities Strategy Develop and execute acquisitive and organic growth strategies for the region in collaboration with RBLs, SLs, BCPLs, and account managers. Remain attuned 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 optimize the chance of capture. Promote 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 Oversee and be accountable for top‑line and key performance metrics including sales performance, ROI, capture rate, and pipeline data integrity. Lead and develop a team of engaged and collaborative BCPL professionals, setting expectations/accountability for team performance. Participate in go/no‑go decisions and pursuit budget discussions for large and/or strategic pursuits in the region (those deemed part of the strategic pursuits program, sector strategic or greater than $5 M in NR). Identify and support the regional top 20 strategic pursuits; develop criteria for partnering and sub‑consultant 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). Coordinate 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 the RBL. Manage the regional MBD budget to plan and prioritize conference and trade‑show investments in coordination with BCPLs. Support development of technical proposals for strategic pursuits. Measure, monitor, and promote data accuracy in the pipeline with BCPLs and account managers. Contribute 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. Act as an account sponsor to some of the region’s key client accounts where appropriate. Identify regional opportunities, understand local client drivers, and work with local governments to understand incentives, creating opportunities and leading the industry where appropriate. Growth Initiatives Identify potential areas for investment within regions that could result in new revenue growth at the BOU or corporate level. 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, outline potential and goals for our participation regionally. 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 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 with 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. Lead brand positioning and demonstrate excellence and thought leadership in targeted areas. Financial Management Contribute to the annual business plan and budget, outlining vision, focus, and priorities for implementation and setting specific goals for business and practice performance. Consider bottom line when setting rates to achieve the target margin. Partner with BCPLs, BCOLs, and RBLs to support budget preparation with responsibility for revenue growth. Collaborate with RBLs to support improvement plans for underperforming operations where requested. Enhance Our Practice Participate on the Infrastructure Leadership Team and collaborate with BOUL, BLs, SLs, RBLs, DLs to improve pursuit strategies that differentiate us in major pursuits. Position the Stantec Infrastructure practice platform as a preferred employer in the markets to support staff recruitment and retention. Build relationships with other Stantec Business Lines and Sectors to foster cross‑pollination of work and capitalize on new business opportunities. Embody the Better Together core value. Contribute to Stantec’s Safer Together culture, prioritizing the physical and mental health and safety of employees. Key Metrics Meet regional business plan MBD, sales, and revenue targets within budget. Sales performance vs sales target. Net revenue growth (percentage 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 the region annually, and for key projects/client relationships. HSSE goals and targets for leaders. People leader goals, as appropriate. Your Capabilities and Credentials Business development skills with ability to set and meet performance targets and inspire teams toward successfully meeting common goals. Ability to lead, inspire, and assemble teams with a strong entrepreneurial and collaborative approach. Exceptionally strong understanding of the regional portfolio and its markets; ability to read the market for growth opportunities and stay ahead of competitors. Strong business acumen with ability to identify, develop and map strategy, deliver initiatives, and analyze performance results based on deep understanding of the AEC industry. Outstanding client service skills with ability to lead others in delivering a gold standard of service to our clients. Excellent leadership skills with proven ability to build and sustain the long‑term future of the practice by continuously sharing vision and working to unify the practice. Strong collaborator who can bring together multidisciplinary, multidisciplinary, multi‑BC teams, and as the opportunity dictates multi‑BOU teams on a variety of projects. Excellent verbal and written communication skills including polished presentation and public speaking skills. Education and Experience Professional degree and registration preferred in your field of practice, as applicable. 15+ years of relevant work experience in a multi‑disciplinary architecture and engineering practice. Pay Range Locations in CO, HI, IL, MD & Various CA, NJ Areas – $223,600.00 – $357,800.00 annually. Locations in WA, DC & Various CA, MA areas – $223,600.00 – $357,800.00 annually. Pay Transparency: In compliance with pay transparency laws, pay ranges are provided for positions in locations where required. Please note that 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 are 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. Equal Employment Opportunity Stantec provides equal employment opportunities to all qualified employees and applicants for future and current employment and prohibits discrimination on the grounds of race, colour, religion, sex, national origin, age, marital status, genetic information, disability, sexual orientation, gender identity or gender expression. Stantec is in compliance with laws and regulations and ensures equitable opportunities in all aspects of employment. At Stantec we are committed to ensuring our recruitment process is accessible to all. If you require reasonable adjustments to be made during the recruitment process then please inform a member of our Talent Acquisition team. #J-18808-Ljbffr Stantec Consulting International Ltd.