Technical Business Development Manager

PACIFIC CLEAN FUELS

TECHNICAL BUSINESS DEVELOPMENT MANAGER:

At Pape’, our roots reach back to 1938 when our founder acquired his first capital equipment dealership in Oregon’s Willamette Valley. With 4,500 employees working in 160+ locations across 9 western states, Pape’ has become the West’s leading supplier of capital equipment, representing brands such as John Deere, Kenworth, Hyster, Ditch Witch and many other top-tier brands. Now, four generations strong, the value of an honest handshake and a square deal continue to drive our success and that of our customers. It’s a promise E.C. Pape’ made over 85 years ago – a commitment we intend to keep.

When you join Pape’, you can count on us to heavily invest in your career through training, resources, and support. We want to see your career flourish, and in turn, provide excellent compensation, work-life balance, and benefits for you and your family. Come join our team!

ABOUT THE POSITION:

Strategic to their core business and customers, Pape’ has launched a new clean fuels business unit – Pacific Clean Fuels (PCF), which stands as a testament to the Pape’ Group’s commitment to meeting evolving customer needs. PCF is dedicated to providing Pape’ and its customers with electric and hydrogen (H2) fuels, aligning with the changing landscape of clean transportation. Pape’ is positioning itself to thrive in accelerating their energy transition, creating value for their brand, their customers, and the environment.

Supporting the Director of Alternative Energy & Infrastructure, the Technical Business Development Manager is a newly created position that will be responsible for developing sales proposals, financial models, and conducting analysis as needed to drive forward and close sales negotiations that will ensure the growth and success of Pacific Clean Fuels. This role will require creative problem solving, coordination, stakeholder engagement, and proactive communication. This role requires the ability to assess, design and communicate complex concepts and model results related to the energy industry, transportation, and heavy equipment markets that meet the needs of PCF, the Pape’ Group, Pape’ Operating Companies, and most importantly, our customers.

Some of the key duties this role include, but are not limited to the following:

• Lead the commercialization of commodity and service offerings for PCF, through the development of adaptable sales proposal tools and financial models, integrating with PCF’s strategic planning process.
• Partner with Pape’ Operating companies’ teams and develop customer relationships to help unlock both vehicle sales and hydrogen commodity and service offerings at scale.
• Develop CRM-based pipeline of customer opportunities, timelines, and requirements to move forward in order to prioritize development activities, production offtake, and to support revenue projections.
• Support the development, design and integration of processes, professional services, commercial offerings, regulatory compliance, and financial controls for the company’s alternative energy initiatives.
• Additional duties/responsibilities that are required by the position and/or are assigned by leadership.

This is a remote position. Candidates must reside in one of the following states: Oregon, Washington, California, Idaho, Montana, Nevada, Arizona, Alaska, Hawaii, or Texas.

WHAT YOU NEED:

• Previous demonstrated experience in technical sales, financial analysis, and the energy industry preferred.
• Detailed understanding of hydrogen production and delivery equipment, and consultative assessment of customer needs, to developer accurate, customer-centric proposals that are technically feasible and economically attractive.
• Self- motivated drive with the ability to effectively establish and accomplish objectives in a fast paced, fluid environment.
• Ability to proactively and comprehensively develop and control all details of contracts, scope, schedule, cost and quality of assigned projects from design through final delivery.
• Excellent oral and written communication skills.
• High proficiency in MS Excel and other MS Office programs.
• Some overnight travel required.

Compensation: $120,000-170,000/yr (Depending on Experience)

Why work for Pape’:

• Competitive pay based on your skills, training, and experience level.
• Outstanding benefits including – 401(k) & Roth 401(k) Retirement Plans with Company Match; Medical, Dental, Vision and Prescription Insurance; Flexible Spending Accounts (Flex Plans); Life Insurance; Short- and Long-Term Disability Insurance; Employee Assistance Program; Online and Instructor-Led Training; Tuition Reimbursement for Training Programs.
• Progressive Vacation Plans, Sick Leave & Paid Holidays – Members receive 80 hours of vacation (First year is prorated for new hires based on start date), 24 hours of Sick Leave, and 7 paid holidays each year. Papé vacation plans also have tiers based on your seniority, so as your seniority grows, your vacation time off does as well.
• Advancement – Pape’ is a dynamic, growth-oriented organization with a focus on promoting from within.
• Stability and reputation — Pape’ is a family-owned, fourth-generation company with over 160 locations, over 4,500 members and 85 plus years of experience. Pape’ is known for their stability, honesty and integrity.
• Equipment – We have the largest equipment inventory in the West and an unparalleled parts inventory!
• Employee impact – Enjoy an open-door policy where your voice will be heard and your opinions will matter.
• Training – You will be provided with training and mentoring to prepare you for your role and continued learning to grow your skills.

The Pape’ Group maintains a drug-free workplace and as such, requires candidates to successfully pass a pre-employment drug test.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)