Senior Manager, Proposal Management
for headings. Use - for any list of duties/requirements/benefits. Use
for prose. Do NOT repeat job title as heading. Do NOT put Job ID/requisition numbers as headings. Remove boilerplate etc. Include only sections with real specific content.
We need to parse the posting.
Key sections:
- About The Role: paragraph(s). It says: "We're looking for a strategic, forward-thinking leader who combines business acumen with a passion for innovation. As Senior Manager, Proposal Management, you'll lead high-performing teams, drive organizational effectiveness, and leverage technology, analytics, and data-driven insights to transform how we work and deliver value in our Post-Win team. You'll partner with senior stakeholders to shape strategy, develop future leaders, and build a scalable, high-performing organization positioned for long-term success. We value leaders who embrace change, challenge the status quo, and turn new ideas into measurable business outcomes. This position is remote-based in the US. Application Window: Application window will close on October 17, 2026."
We need to keep substantive info: remote-based in US, application window closing date. Should we include application window? It's not a standard heading but we can include as part of About the role paragraph. It's okay.
- Responsibilities: list of bullet points under Strategic Vision, Leadership, Management. The posting groups responsibilities under headings: Strategic Vision, Leadership, Management. Each has bullet points. We need to output a list (
- ) for duties. Should we separate by subheadings? The instruction: use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So only one Responsibilities section heading. Inside we can have a list. We can combine all bullet points into list items.
We must preserve all substantive information; do not invent or summarize away detail. So we need to include each bullet point as a list item.
Let's extract bullet points:
Strategic Vision:
- Aligns departmental strategy with organizational objectives.
- Evaluates business performance, workforce needs, and investment opportunities.
- Identifies opportunities to improve organizational effectiveness and scalability.
- Uses operational, financial, and market data to support strategic recommendations.
- Leads initiatives that strengthen organizational capability and business performance.
- Identifies and champions opportunities to leverage emerging technologies, automation, and AI-driven solutions to enhance organizational effectiveness, scalability, and business performance.
Leadership:
- Develops future leaders and strengthens leadership capability across teams.
- Sponsors organizational change efforts and drives stakeholder commitment.
- Influences organizational leaders and cross-functional partners to achieve strategic objectives.
- Builds leadership bench strength through succession planning and talent development.
- Promotes understanding of business performance, financial stewardship, and organizational priorities.
- Fosters a culture of innovation and continuous learning by encouraging the adoption of new technologies, digital tools, and modern ways of working across teams.
Management:
- Oversees multiple teams and organizational initiatives.
- Makes resource investment and prioritization recommendations.
- Uses performance metrics and analytics to optimize organizational effectiveness.
- Establishes approaches to workforce planning, capacity management, and performance improvement.
- Owns organizational risks impacting people, processes, and operational performance.
We'll combine all.
- Minimum Qualifications: "10 or more years direct Contract Research Organization (CRO)/pharma experience. Bachelor’s Degree."
- Preferred Qualifications: "6 or more years of people management experience."
- Additional Job Standards: list of bullet points (these are like qualifications/requirements). We need to decide where to put them. The instruction: Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we have Requirements and Qualifications sections. We could put Minimum Qualifications and Preferred Qualifications under Requirements or Qualifications. The posting includes "Minimum Qualifications", "Preferred Qualifications", "Additional Job Standards". Also "Skills And Competencies". We need to map.
We could have:
- Requirements: combine Minimum Qualifications and Preferred Qualifications? Or separate? The instruction says prefer a few substantive sections over many thin ones. So we could have a Requirements section that includes both minimum and preferred qualifications as list items. Or we could have Qualifications section for both. But we also have Skills And Competencies separate.
Better: Use Requirements for mandatory qualifications (minimum) and maybe preferred as part of Requirements as well (they are still qualifications). Or we could have Qualifications for both minimum and preferred. Let's decide: Use Requirements for minimum qualifications, Qualifications for preferred and additional job standards? But the instruction says use headings like Requirements, Qualifications. We'll include both if content exists.
We need to avoid filler like "commensurate with experience". Not present.
We have:
Minimum Qualifications: 10+ years direct CRO/pharma experience. Bachelor's Degree.
Preferred Qualifications: 6+ years people management experience.
Additional Job Standards: list of bullet points (these are like demonstrated success etc). Those could go under Qualifications or Requirements? They are more like qualifications/standards. Could be placed under Qualifications.
Skills And Competencies: list of bullet points.
Thus we could have:
- Requirements: Minimum Qualifications (maybe as list)
- Qualifications: Preferred Qualifications + Additional Job Standards (as list)
- Skills: Skills And Competencies (as list)
But we also have Benefits, Pay, Schedule.
Benefits: described: "Employees regularly scheduled to work 20 or more hours per week are eligible for comprehensive benefits including: Medical, Dental, Vision, Life, STD/LTD, 401(k), Paid Time Off (PTO) or Flexible Time Off (FTO), Tuition Reimbursement and Employee Stock Purchase Plan. Employees regularly scheduled to work less than 20 hours, Casual, Intern, and Temporary employees are only eligible to participate in the 401(k) Plan."
We need to include that as list? It's a prose description with list of benefits. We'll output a - for each benefit? The instruction: Use
- for any list of duties/requirements/benefits. So we should list each benefit as
- . Also note the condition about 20+ hours vs less than 20 hours. We could include that as a
preceding the list, then list benefits. Or we could incorporate condition into list items? Better to have a short
explaining eligibility, then
list of benefits.
Pay: "Pay Range $100,000 - $130,000 annually + annual bonus eligibility. All job offers will be based on a candidate’s skills and prior relevant experience, applicable degrees/certifications, as well as internal equity and market data. The position is also eligible for an annual bonus under the Labcorp Bonus Plan. Bonuses are payable based on corporate and/or business segment performance and are subject to individual performance modifiers."
We need to include Pay section with that info. Not just a range but also bonus eligibility details. We'll put in .
Schedule: The posting mentions "This position is remote-based in the US." That's location, not schedule. No explicit schedule (full-time, part-time). There's mention of benefits eligibility based on hours worked (20+ hours). But no explicit schedule. So we should not create a Schedule section unless posting actually states them. It does not state schedule like full-time, part-time, shift. So we omit Schedule.
Now we need to remove boilerplate: EEO, legal, etc. Already removed.
Now produce HTML fragment:
About the Role
We're looking for a strategic, forward-thinking leader who combines business acumen with a passion for innovation. As Senior Manager, Proposal Management, you'll lead high-performing teams, drive organizational effectiveness, and leverage technology, analytics, and data-driven insights to transform how we work and deliver value in our Post-Win team. You'll partner with senior stakeholders to shape strategy, develop future leaders, and build a scalable, high-performing organization positioned for long-term success. We value leaders who embrace change, challenge the status quo, and turn new ideas into measurable business outcomes. This position is remote-based in the US. Application window will close on October 17, 2026.
Responsibilities
- Aligns departmental strategy with organizational objectives.
- Evaluates business performance, workforce needs, and investment opportunities.
- Identifies opportunities to improve organizational effectiveness and scalability.
- Uses operational, financial, and market data to support strategic recommendations.
- Leads initiatives that strengthen organizational capability and business performance.
- Identifies and champions opportunities to leverage emerging technologies, automation, and AI-driven solutions to enhance organizational effectiveness, scalability, and business performance.
- Develops future leaders and strengthens leadership capability across teams.
- Sponsors organizational change efforts and drives stakeholder commitment.
- Influences organizational leaders and cross-functional partners to achieve strategic objectives.
- Builds leadership bench strength through succession planning and talent development.
- Promotes understanding of business performance, financial stewardship, and organizational priorities.
- Fosters a culture of innovation and continuous learning by encouraging the adoption of new technologies, digital tools, and modern ways of working across teams.
- Oversees multiple teams and organizational initiatives.
- Makes resource investment and prioritization recommendations.
- Uses performance metrics and analytics to optimize organizational effectiveness.
- Establishes approaches to workforce planning, capacity management, and performance improvement.
- Owns organizational risks impacting people, processes, and operational performance.
Requirements
- 10 or more years direct Contract Research Organization (CRO)/pharma experience.
- Bachelor’s Degree.
Qualifications
- 6 or more years of people management experience.
- Demonstrated success leading multiple teams, functions, or organizational initiatives with accountability for performance and capability development.
- Proven ability to develop future leaders through coaching, succession planning, and talent management.
- Experience aligning departmental strategies with organizational objectives and long-term business priorities.
- Demonstrated ability to influence organizational leaders and cross-functional stakeholders to drive business outcomes.
- Strong business and financial acumen, including evaluating operational performance, resource utilization, and organizational investments.
- Proven success leading organizational change initiatives and implementing sustainable improvements.
- Demonstrated ability to leverage analytics, performance metrics, and business insights to improve organizational effectiveness.
- Advanced relationship management, negotiation, and conflict resolution skills.
- Ability to maintain confidentiality and exercise sound judgment when handling sensitive employee, business, and organizational information.
Skills
- Demonstrated ability to align departmental strategy with organizational priorities and business objectives.
- Strong business and financial acumen, including evaluating operational performance, resource investments, and organizational effectiveness.
- Advanced analytical, problem-solving, and decision-making skills with the ability to navigate ambiguity and complexity.
- Proven ability to influence organizational leaders and cross-functional stakeholders to achieve strategic outcomes.
- Demonstrated success developing future leaders through coaching, succession planning, and talent development.
- Strong communication and presentation skills with the ability to influence audiences across multiple levels of the organization.
- Ability to build strategic partnerships and drive collaboration across a matrixed environment.
- Proven ability to lead organizational change initiatives and achieve sustainable improvements.
- Ability to leverage analytics, performance metrics, and business insights to drive operational and organizational performance.
- Strong stakeholder management, negotiation,
for prose. Do NOT repeat job title as heading. Do NOT put Job ID/requisition numbers as headings. Remove boilerplate etc. Include only sections with real specific content. We need to parse the posting. Key sections: - About The Role: paragraph(s). It says: "We're looking for a strategic, forward-thinking leader who combines business acumen with a passion for innovation. As Senior Manager, Proposal Management, you'll lead high-performing teams, drive organizational effectiveness, and leverage technology, analytics, and data-driven insights to transform how we work and deliver value in our Post-Win team. You'll partner with senior stakeholders to shape strategy, develop future leaders, and build a scalable, high-performing organization positioned for long-term success. We value leaders who embrace change, challenge the status quo, and turn new ideas into measurable business outcomes. This position is remote-based in the US. Application Window: Application window will close on October 17, 2026." We need to keep substantive info: remote-based in US, application window closing date. Should we include application window? It's not a standard heading but we can include as part of About the role paragraph. It's okay. - Responsibilities: list of bullet points under Strategic Vision, Leadership, Management. The posting groups responsibilities under headings: Strategic Vision, Leadership, Management. Each has bullet points. We need to output a list (
- ) for duties. Should we separate by subheadings? The instruction: use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So only one Responsibilities section heading. Inside we can have a list. We can combine all bullet points into list items. We must preserve all substantive information; do not invent or summarize away detail. So we need to include each bullet point as a list item. Let's extract bullet points: Strategic Vision: - Aligns departmental strategy with organizational objectives. - Evaluates business performance, workforce needs, and investment opportunities. - Identifies opportunities to improve organizational effectiveness and scalability. - Uses operational, financial, and market data to support strategic recommendations. - Leads initiatives that strengthen organizational capability and business performance. - Identifies and champions opportunities to leverage emerging technologies, automation, and AI-driven solutions to enhance organizational effectiveness, scalability, and business performance. Leadership: - Develops future leaders and strengthens leadership capability across teams. - Sponsors organizational change efforts and drives stakeholder commitment. - Influences organizational leaders and cross-functional partners to achieve strategic objectives. - Builds leadership bench strength through succession planning and talent development. - Promotes understanding of business performance, financial stewardship, and organizational priorities. - Fosters a culture of innovation and continuous learning by encouraging the adoption of new technologies, digital tools, and modern ways of working across teams. Management: - Oversees multiple teams and organizational initiatives. - Makes resource investment and prioritization recommendations. - Uses performance metrics and analytics to optimize organizational effectiveness. - Establishes approaches to workforce planning, capacity management, and performance improvement. - Owns organizational risks impacting people, processes, and operational performance. We'll combine all. - Minimum Qualifications: "10 or more years direct Contract Research Organization (CRO)/pharma experience. Bachelor’s Degree." - Preferred Qualifications: "6 or more years of people management experience." - Additional Job Standards: list of bullet points (these are like qualifications/requirements). We need to decide where to put them. The instruction: Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we have Requirements and Qualifications sections. We could put Minimum Qualifications and Preferred Qualifications under Requirements or Qualifications. The posting includes "Minimum Qualifications", "Preferred Qualifications", "Additional Job Standards". Also "Skills And Competencies". We need to map. We could have: - Requirements: combine Minimum Qualifications and Preferred Qualifications? Or separate? The instruction says prefer a few substantive sections over many thin ones. So we could have a Requirements section that includes both minimum and preferred qualifications as list items. Or we could have Qualifications section for both. But we also have Skills And Competencies separate. Better: Use Requirements for mandatory qualifications (minimum) and maybe preferred as part of Requirements as well (they are still qualifications). Or we could have Qualifications for both minimum and preferred. Let's decide: Use Requirements for minimum qualifications, Qualifications for preferred and additional job standards? But the instruction says use headings like Requirements, Qualifications. We'll include both if content exists. We need to avoid filler like "commensurate with experience". Not present. We have: Minimum Qualifications: 10+ years direct CRO/pharma experience. Bachelor's Degree. Preferred Qualifications: 6+ years people management experience. Additional Job Standards: list of bullet points (these are like demonstrated success etc). Those could go under Qualifications or Requirements? They are more like qualifications/standards. Could be placed under Qualifications. Skills And Competencies: list of bullet points. Thus we could have: - Requirements: Minimum Qualifications (maybe as list) - Qualifications: Preferred Qualifications + Additional Job Standards (as list) - Skills: Skills And Competencies (as list) But we also have Benefits, Pay, Schedule. Benefits: described: "Employees regularly scheduled to work 20 or more hours per week are eligible for comprehensive benefits including: Medical, Dental, Vision, Life, STD/LTD, 401(k), Paid Time Off (PTO) or Flexible Time Off (FTO), Tuition Reimbursement and Employee Stock Purchase Plan. Employees regularly scheduled to work less than 20 hours, Casual, Intern, and Temporary employees are only eligible to participate in the 401(k) Plan." We need to include that as list? It's a prose description with list of benefits. We'll output a
- for each benefit? The instruction: Use
- for any list of duties/requirements/benefits. So we should list each benefit as
- . Also note the condition about 20+ hours vs less than 20 hours. We could include that as a
preceding the list, then list benefits. Or we could incorporate condition into list items? Better to have a short
explaining eligibility, then
- list of benefits.
Pay: "Pay Range $100,000 - $130,000 annually + annual bonus eligibility. All job offers will be based on a candidate’s skills and prior relevant experience, applicable degrees/certifications, as well as internal equity and market data. The position is also eligible for an annual bonus under the Labcorp Bonus Plan. Bonuses are payable based on corporate and/or business segment performance and are subject to individual performance modifiers."
We need to include Pay section with that info. Not just a range but also bonus eligibility details. We'll put in
- Aligns departmental strategy with organizational objectives.
- Evaluates business performance, workforce needs, and investment opportunities.
- Identifies opportunities to improve organizational effectiveness and scalability.
- Uses operational, financial, and market data to support strategic recommendations.
- Leads initiatives that strengthen organizational capability and business performance.
- Identifies and champions opportunities to leverage emerging technologies, automation, and AI-driven solutions to enhance organizational effectiveness, scalability, and business performance.
- Develops future leaders and strengthens leadership capability across teams.
- Sponsors organizational change efforts and drives stakeholder commitment.
- Influences organizational leaders and cross-functional partners to achieve strategic objectives.
- Builds leadership bench strength through succession planning and talent development.
- Promotes understanding of business performance, financial stewardship, and organizational priorities.
- Fosters a culture of innovation and continuous learning by encouraging the adoption of new technologies, digital tools, and modern ways of working across teams.
- Oversees multiple teams and organizational initiatives.
- Makes resource investment and prioritization recommendations.
- Uses performance metrics and analytics to optimize organizational effectiveness.
- Establishes approaches to workforce planning, capacity management, and performance improvement.
- Owns organizational risks impacting people, processes, and operational performance.
- 10 or more years direct Contract Research Organization (CRO)/pharma experience.
- Bachelor’s Degree.
- 6 or more years of people management experience.
- Demonstrated success leading multiple teams, functions, or organizational initiatives with accountability for performance and capability development.
- Proven ability to develop future leaders through coaching, succession planning, and talent management.
- Experience aligning departmental strategies with organizational objectives and long-term business priorities.
- Demonstrated ability to influence organizational leaders and cross-functional stakeholders to drive business outcomes.
- Strong business and financial acumen, including evaluating operational performance, resource utilization, and organizational investments.
- Proven success leading organizational change initiatives and implementing sustainable improvements.
- Demonstrated ability to leverage analytics, performance metrics, and business insights to improve organizational effectiveness.
- Advanced relationship management, negotiation, and conflict resolution skills.
- Ability to maintain confidentiality and exercise sound judgment when handling sensitive employee, business, and organizational information.
- Demonstrated ability to align departmental strategy with organizational priorities and business objectives.
- Strong business and financial acumen, including evaluating operational performance, resource investments, and organizational effectiveness.
- Advanced analytical, problem-solving, and decision-making skills with the ability to navigate ambiguity and complexity.
- Proven ability to influence organizational leaders and cross-functional stakeholders to achieve strategic outcomes.
- Demonstrated success developing future leaders through coaching, succession planning, and talent development.
- Strong communication and presentation skills with the ability to influence audiences across multiple levels of the organization.
- Ability to build strategic partnerships and drive collaboration across a matrixed environment.
- Proven ability to lead organizational change initiatives and achieve sustainable improvements.
- Ability to leverage analytics, performance metrics, and business insights to drive operational and organizational performance.
- Strong stakeholder management, negotiation,
. Schedule: The posting mentions "This position is remote-based in the US." That's location, not schedule. No explicit schedule (full-time, part-time). There's mention of benefits eligibility based on hours worked (20+ hours). But no explicit schedule. So we should not create a Schedule section unless posting actually states them. It does not state schedule like full-time, part-time, shift. So we omit Schedule. Now we need to remove boilerplate: EEO, legal, etc. Already removed. Now produce HTML fragment:
About the Role
We're looking for a strategic, forward-thinking leader who combines business acumen with a passion for innovation. As Senior Manager, Proposal Management, you'll lead high-performing teams, drive organizational effectiveness, and leverage technology, analytics, and data-driven insights to transform how we work and deliver value in our Post-Win team. You'll partner with senior stakeholders to shape strategy, develop future leaders, and build a scalable, high-performing organization positioned for long-term success. We value leaders who embrace change, challenge the status quo, and turn new ideas into measurable business outcomes. This position is remote-based in the US. Application window will close on October 17, 2026.
Responsibilities
Requirements
Qualifications
Skills
- for each benefit? The instruction: Use