Manager, Business Development

We need to output HTML fragment with sections: About the role? Actually the posting includes "Company Overview", "Overview", "Responsibilities", "Qualifications", "Organizational Structure and Location", "Skills and Behaviors", "Benefits", "Pay Range". We need to use

for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. However we must only include sections when posting has real specific content. The posting does not have "About the role" heading but we have "Overview" which could map to About the role? The instruction says use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It seems they expect those exact headings? Probably we should map content to those headings. But we must not repeat job title as heading. We need to decide which sections to include based on content. We have content: Company Overview (could be About the role? Actually it's about company). Overview (role description). Responsibilities (present). Qualifications (present). Organizational Structure and Location (maybe not a standard heading; could be omitted or placed under Requirements? Not sure). Skills and Behaviors (Skills). Benefits (present). Pay Range (Pay). No Schedule info. No explicit Requirements separate from Qualifications; but we could treat Qualifications as Requirements. The instruction: Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can include sections: About the role (maybe from Overview), Responsibilities, Requirements (maybe from Qualifications), Skills, Benefits, Pay. Possibly also include "Company Overview" as About the role? But they said do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

or drop it. They didn't forbid company overview heading. But they gave examples of headings; we can use those. I'd include: About the role (from Overview), Responsibilities, Requirements (from Qualifications), Skills, Benefits, Pay. Possibly also include "Company Overview" as a separate section? Not in list; but we could treat as About the role? Might be okay. We must preserve all substantive information; do not invent or summarize away detail. So we need to include all details from the posting, but we can reorganize under headings. We must remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The posting doesn't seem to have those except maybe the benefits eligibility note about variation; that's substantive. The Pay range note about final offer details etc is boilerplate? It says "In accordance with applicable local and state laws or regulations, the compensation listed is the current estimated range for the position. Final offer details and future compensation may be determined by multiple factors, including, but not limited to, geographic location, market compensation data, skills, experience, and other relevant factors. Please discuss any compensation-related questions with your recruiter during the interview process." This is somewhat boilerplate but also part of Pay section. Should we keep? It's substantive about pay range. Might keep but it's generic. The instruction: remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. This is not exactly those; it's compensation disclaimer. Might keep. We must not create Pay/Schedule/Benefits sections unless posting actually states them. We have Pay Range and Benefits, so include. We must not emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD"). We don't have those. We need to use

• for any list of duties/requirements/benefits, and

  for prose. Thus for each section, we need to decide if content is list or prose. Responsibilities: many bullet-like sentences. We'll make

  • each responsibility. Qualifications: list of items; we can make
    • . Skills and Behaviors: list;
      • . Benefits: list;
        • . Pay: maybe just a

          with the range and note. About the role: prose from Overview (maybe couple paragraphs). We'll put in

          . We also have Company Overview; maybe we can include as part of About the role? Or separate section "Company Overview"? Not in list; but we could treat as About the role? The instruction says use

          for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but they gave examples. Safer to stick to those headings. So we need to map Company Overview content somewhere. Could be part of About the role? But About the role is about the role, not company. However we could include a short

          about company under About the role before role overview. That would preserve info. Organizational Structure and Location: includes details like Organizational Level, Reports to, Direct Reports, Permanent work location, etc. This could be considered part of Requirements? Not exactly. Could be part of About the role? Might be better to include as a separate section "Organizational Structure" but not in list. However we could incorporate into Requirements or About the role? The instruction: "Prefer a few substantive sections over many thin ones." So we could merge Organizational Structure into About the role or Requirements. Probably About the role is fine to include location and reporting lines. Thus sections: About the role (includes company overview, role overview, organizational structure), Responsibilities, Requirements (qualifications), Skills, Benefits, Pay. We must not include Schedule. Now we need to output only HTML fragment, no /, no markdown. Let's craft. First, About the role: combine Company Overview paragraph and Overview paragraph and Organizational Structure details. Company Overview: "CB&I delivers integrated storage and asset‑management solutions that help customers operate safely, reliably, and efficiently across the lifecycle of their facilities. Through our two global business units - Storage Solutions, the world leader in tanks, terminals, and storage systems, and Asset Solutions, a leading provider of operations, management, wells and decommissioning services - we combine technical excellence with execution capability to extend asset life, optimize performance, and maximize value." Overview: "The Manager, Business Development is responsible for identifying and obtaining new business, the development of long-term customer relationships, maintenance of alliances and partnerships and promotion of CB&I Storage Solutions' products and services. This position manages multiple related teams, sets organizational priorities, allocates resources, and provides leadership to managers and professional staff. This position is also responsible for directing the local implementation and execution of CB&I Storage Solutions' sales and marketing plan. The role directly reports to the regional business development lead and routinely interacts with the regional operation leads." Organizational Structure and Location: "Organizational Level: N-3Reports to: Vice President, Business DeveelopmentDirect Reports: Business Development Specialists, AdministratorsPermanent work location: Plainfield, IllinoisIncurred financial impact from commercial risk exposure on projects soldMaintain validated employee development and succession plansAccount Management - Organize, lead and manage sales personnel to maximize profitable long-term business for CB&I. Provide localization and guidance on Sales & Marketing Plan implementation, commercial policies, account strategies, and selling strategies.Sales Performance - Ensure that projects obtained meet Company guidelines by providing judgment and guidance in screening opportunities, contract negotiation, risk management, profit potential and analysis and communication of key customer values, needs and expectations.Cost Control - Manage Admin costs and pre-contract costs within the established budgets.Delivery of annual Business Development Plan that outlines the sales goals for remit and consistently meet or exceed the plan goals." Wait, that last part seems to be from Responsibilities? Actually it's part of Organizational Structure and Location but includes some responsibilities-like bullets. Might be misplaced. However we need to preserve all substantive information; we can include those bullet points under Responsibilities maybe. But they appear under Organizational Structure and Location heading. Let's parse: After "Permanent work location: Plainfield, Illinois" there is "Incurred financial impact from commercial risk exposure on projects soldMaintain validated employee development and succession plansAccount Management - Organize, lead and manage sales personnel to maximize profitable long-term business for CB&I. Provide localization and guidance on Sales & Marketing Plan implementation, commercial policies, account strategies, and selling strategies.Sales Performance - Ensure that projects obtained meet Company guidelines by providing judgment and guidance in screening opportunities, contract negotiation, risk management, profit potential and analysis and communication of key customer values, needs and expectations.Cost Control - Manage Admin costs and pre-contract costs within the established budgets.Delivery of annual Business Development Plan that outlines the sales goals for remit and consistently meet or exceed the plan goals." These seem like responsibilities (Account Management, Sales Performance, Cost Control, Delivery of annual Business Development Plan). So we should move them to Responsibilities section. Thus Responsibilities will include the earlier bullet list plus these. Let's list all responsibilities from the text: From Responsibilities section: - Leadership Role responsible for all Business Development activities and team deliverables for a multiple country, single country, or regional area within a country and for the delivery year over year of up to US$100M in annual awards as part of a Regional Business Development Plan. - Leads a Business Development team consisting of professional and administration employees and manages the associated department budgets. - Customer Relations - Foster and develop positive customer relationships that result in increased business. Listen to customer needs and assist in the development of project solutions that satisfy those requirements and provide opportunities for the Company. - Assist with the development and local execution of CB&I Storage Solutions global sales and marketing Plan. Develop customer opportunities and relationships that support the Plan. - Actively seek to increase the number and quality of contacts among customers and other market influencers at a management level. - Identify and/or develop new product and market opportunities. - Drive sales personnel to place the proper emphasis on positioning and relationship building activities with customers in the region. - Utilize industry and customer contacts to influence project requirements in order to satisfy the customer and positively position the Company - Identify and mitigate the risk involved with commercial terms and conditions, contract structure and pricing, interfacing with the Legal and Finance Departments, as appropriate. - Identify partnering opportunities and apply those concepts to develop and maintain win/win customer relationships. - Manage territory and accounts with emphasis on performing activities that position the Company favorably for securing strong opportunities. - Business Acquisition Team Interface - Ensure effective teaming with all stakeholders in the bid process, including estimating, proposals, legal, finance, tax, or other functions. Provide direction to Business Development bid teams in reaching key decisions. - Provide team leadership, motivation, and effective management of personnel. Actively manage personnel development through career planning, training, assignments, performance appraisals and compensation management, working directly with the local Human Resources business partner. - Assure sales data is accurate and current, including updating CSS and CSS Contact Manager Information. - Assure staffing and training of qualified business development personnel to support to the organization. From Organizational Structure and Location (the extra bullets): - Incurred financial impact from commercial risk exposure on projects sold - Maintain validated employee development and succession plans - Account Management - Organize, lead and manage sales personnel to maximize profitable long-term business for CB&I. Provide localization and guidance on Sales & Marketing Plan implementation, commercial policies, account strategies, and selling strategies. - Sales Performance - Ensure that projects obtained meet Company guidelines by providing judgment and guidance in screening opportunities, contract negotiation, risk management, profit potential and analysis and communication of key customer values, needs and expectations. - Cost Control - Manage Admin costs and pre-contract costs within the established budgets. - Delivery of annual Business Development Plan that outlines the sales goals for remit and consistently meet or exceed the plan goals. Note some duplicates: Account Management etc similar to earlier but okay. Now Qualifications list: - 15+ Years of Company/Industry