Regional Growth Leader, US West

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. What do you feel are the greatest opportunities and challenges in the region? 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? 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. 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. Lead the identification and support of 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. 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, and 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. 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 Meet regional business plan MBD, sales, and revenue targets within budget. 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. 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. 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 opportunity and stay ahead of competitors. Strong business acumen with ability to identify, develop and map strategy, deliver initiatives, and analyze performance results based on a 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 see, 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 multi‑disciplinary, 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 annual. Locations in WA, DC & various CA, MA areas: $223,600.00 - $357,800.00 annual. Pay Transparency In compliance with pay transparency laws, pay ranges are provided for positions in locations where required. 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 savings accounts, flexible spending accounts, 401(k) plan, employee stock purchase program, life and accidental death & dismemberment 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 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. Primary Location United States | CA | Fresno Employment Details Organization: BC‑2073 Transpt‑US Pacific Employee Status: Regular Business Justification: New Position Travel: Yes Schedule: Full time Job Posting: 11/06/2026 02:06:19 Req ID: 1006255 Equal Employment Opportunity Statement 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. We prohibit discrimination in decisions concerning recruitment, hiring, referral, promotion, compensation, fringe benefits, job training, termination or any other condition of employment. 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