Senior Manager, Business Development at Give and Go · Toronto

Job Summary Broadly describe the main purpose of the job in one to two sentences. Indicate what is done and why (the outcome).

Responsible for leading large-scale projects within the assigned category or brand, including but not limited to new platform innovation initiatives and highly visible capital projects. The Sr. Business Development Manager interfaces with cross-functional partners at all levels of the organization, including brand stewards in Marketing, R&D, and Finance, as well as technical and execution resources in Engineering and field operations.

Key Responsibilities (General) The table below details the 4 to 5 key responsibilities of the job and the approximate percentage of time spent on each responsibility on an annual basis. These responsibilities represent the major areas of work performed (do not list anything that takes less than 5% of your time).

Key Responsibility

% Of Time (Should add to 100%)

1

Lead commercialization efforts for large-scale projects, platform innovation programs, and significant capital initiatives to support long-term business growth and brand objectives.

Support the IIM process for assigned projects and lead design reviews to ensure alignment with business objectives and technical feasibility. Support the Project Director in governance activities, including progress reporting, cost management, next steps, and identifying needs from sponsors to remove barriers and maintain project momentum.

         50% / 100%

2

Develop and manage detailed commercialization plans, timelines, and deliverables in collaboration with functional leads.

Review project timelines and costs regularly with the project team; facilitate the development of mitigation and contingency plans and manage stakeholder communication.

20% / 100%

3

Manage communication with cross-functional partners and key stakeholders to ensure transparency, alignment, and timely decision-making throughout the project lifecycle.

Ensure effective team engagement by establishing and managing project meetings, maintaining alignment across functions, and driving accountability to project milestones.

20% / 100%

4

Actively live and role model our Leadership competencies by holding self and team (including all direct report ‘people leaders’) accountable for creating a positive work environment and culture through administration of our People Processes and Tools.

Performance Management: Ensure proper onboarding and development of all staff by completing induction process, coaching and developing capabilities, executing PDP start/mid-year dialogues, and engaging in corrective action when required. Talent & Succession: Ensure job vacancies are filled by completing the required processes and representing the company with integrity throughout the recruitment process. Training: Ensure completion of function compliance training. Engagement: Ensure an engaged workforce through development of sound working relationships and execution of Employee Survey action plans. Company Values (RDQAS): Ensure teams model our Company values and hold others accountable for the same

10% / 100%