Sales Manager, Federal/SLED

Sales Manager, Federal/SLED

  

This role has been designated as ‘Remote/Teleworker’, which means you will primarily work from home.

Job Description:

   

Hewlett Packard Enterprise (HPE) advances the way people live and work. We bring together curious minds to create breakthrough technology solutions, helping our customers make their mark on the world.

At HPE Financial Services we stand apart from other providers by serving as a bridge between technology and finance solutions, and enabling our customers to reach their business goals. We do this by providing financial investment and lifecycle management strategies that help our customers accelerate their IT/digital transformation and stay flexible with future technology needs.

Business Results – Strategy

Critical Results:  Ensures the design and alignment of the US Public Sector Segment E2E SE structure and design elements that builds the capability of the US Public Sector E2E Team to execute the Segment strategy and achieve Segment Metrics.

Best Practices:

• Strong knowledge of the US Public Sector market, competitors and internal capabilities/contracting in actively participating in formulating a strategy for growth that maximizes margin value; understands the broader HPE strategy as well.  Understands customer needs and solutions (how they use the assets) and how they evolve; represents the customer voice and problems they are trying to solve in driving the strategy and producing business outcomes.  Enables realization and refreshing of the strategy.
• Ensures their E2E team understands and executes on the HPEFS Aspiration as well the Segment’s Growth Strategies & Initiatives, incorporating the HVRs, and translates into action.  Workflow expertise with defining the customer experience and the value proposition associated with it.
• Develops, implements and manages a well-coordinated set of E2E Team SE initiatives that align the HPEFS Aspiration, the Segment’s strategies and annual objectives.
• With the E2E GTM Manager co-leads their E2E Team as if it were their business while also building capability of the value creators through ToL activities to own and run the business; brings innovation to the teams to a level they understand to drive results.
• Ensures that there is a thoughtful workforce planning and sizing model to ensure the proper resourcing to achieve the E2E Team’s objectives.  Uses data and analytics to understand usage and behavior patterns, results and trends.  Understands our own behaviors and interprets and understands the customers' digital usage.
• Develops and executes business & account plans for their E2E Teams and tracks performance relative to the plan with maniacal focus.  Reallocates resources as necessary.
• Ensures HVR Joint Business Plans are implemented and executed to drive HVR engagement.
• Targets and manages opportunities by closely monitoring trends and events impacting the industry to advocate, shape and improve HPEFS solutions selling to drive robust pipelines.
• Uses franchise thinking and incorporates customer thinking to help us diversify into other areas; ensures each targeted customer / partner has a robust account plan, leverages the communities of practice, and shows a growth mindset.
• Builds the capabilities necessary to understand and articulate all aspects of the HPEFS value proposition to customers and partners; demonstrates in-depth understanding of HPEFS solutions and value-added services (e.g., IT lifecycle strategy/management, asset recovery, Pre-Owned equipment, short-term rentals); such that each has an account plan consisting of these appropriate elements.

GTM Performance – Volume and Revenue

Critical Result:  Partners with GTM to drive execution of the E2E team Finance volume and ALCS Revenue business plan targets.

Best Practices:

• Ensures the design of their E2E team has line of sight to their customers success, that the understanding of their work processes and categorization of work are clear, team metrics are understood, that the work provides meaning for the colleagues doing the work and they clearly understand the value that they are creating.
• Builds capability of the E2E GTM team members by defining position expectations through success profiles and applying them to the E2E Team’s selection, development and performance management processes, including constantly upgrading the team.  Is an enterprise contributor, working across teams.
• Develops personal capability, as well as for the E2E Team’s GTM expertise via personal development plans, coaching and specific development activities aligned to their success profile.  Ensures we are delivering on the identified customer experience and identifying gaps.  Feeds what they are experiencing with delivering these services to account planning so we incorporate into account planning and innovate in solutions and offerings. 
• Actively promotes an ongoing coaching culture of performance feedback, development and recognition of contribution within the E2E Team as well as builds the team’s capability to do the same.
• Manages the SE process, customer relationships, turn-around time, delinquency, portfolio quality, and accounts receivable.  Drives productivity and operational metrics.  Ensure optimal workflow optimization, efficiency and automation.  Drives process capability and throughput to support the GTM strategy.  Manages the SOA strategies.  Is the bridging role and key linking mechanism between the COEs and the GTM team.  Works across SE teams in AM & FS.
• Manages the HVRs to help them understand the strategic value we can bring and understanding where they are focused; conducts QBRs.

GTM Performance – Margin

Critical Result:  Drives the most efficient and effective operation within the E2E Team to ensure profit is optimized as measured by performance against the margin target.

Best Practices:

• Creates a Team of Leaders culture where the E2E GTM team strives to self-manage and hold themselves accountable for performance to established cultural attributes and team metrics.
• Ensures the design and alignment of the GTM communities of practice (CoP) such that important knowledge is quickly discovered and shared within Segment E2E teams and where valuable across the organization’s other Segments which enhances the overall organization's competitive advantage.
• Demonstrates a solid understanding of the history/evolution of the finance industry, lifecycle management, capacity on demand, IT product market valuation criteria governing asset worth, geography-based trends and market models, indirect deals/third party, terms; strong negotiation skills.
• Shows personal ownership and accountability for the business plan.  Excels at opportunity management and forecasting.  Thinks globally but acts locally.  Conducts resource planning for sales and SE coverage.

                                               

Colleague Engagement

Critical Results:  Models & Builds HPEFS’ Cultural Attributes. Drives high levels of employee engagement in the segment as measured by our VoW. Focuses on the performance, learning and growth of each GTM colleague as measured by increased skills and capabilities within the E2E Team.

Best Practices:

• Models HPEFS cultural attributes, guiding principles and team norms and reinforces these with their E2E team to ensure the culture is a source of competitive advantage.  Can rally the team around the customer, business understanding and goals.  Has emotional intelligence and is a strong communicator.  Ability to build trust, focus on culture, coaching, team and personal development - including career, not just role.  Drives team-based training.
• Effectively communicates the aspiration & cultural attributes with passion regularly to their E2E Team, technical resources, customer accounts / partners, high value relationships and other Segment and natural teams.
• Utilizes Workforce Engagement survey data to identify items that contribute to their E2E Team’s high performance and identify opportunities or gaps to improve performance.
• Develops a Team of Leader (ToL) Culture and capability to handle an increasing number of leadership activities within their E2E Team.
• Actively promotes an environment that supports diversity / whole brain thinking & teamwork and a psychologically safe environment for discussion, innovation and knowledge sharing.
• Strong collaborator and influencer who is comfortable being uncomfortable and has strong emotional intelligence, cultural awareness, and a constant pulse on the organization.
• Recruits, develops and retains diverse talent.

Customer Experience

Critical Result:  Drives execution of segment customer experience model and process as measured by customer loyalty and satisfaction scores.

Best Practices:

• Leads the collaboration of the US Public Sector E2E Team’s GTM (Financial Selling, Asset Management, Portfolio Management) expertise and Service Experience (SE) expertise with needed Technical Resource expertise in developing Customer Account / Partner Plans such that it enhances the ownership and accountability for the successful performance of their Segment E2E Team.
• Insists on analytical support integrating IT economic total assets, portfolio management and the account’s strategy information for all major account proposals and decisions.
• Leads the improvement of E2E Team’s GTM Processes, activities and tasks, evaluating opportunities and implementing best practices & efficiencies to improve the Customer / Partner Experience.
• Manages the E2E Team’s GTM processes by building their team’s capability and accountability for process execution and performance. Supports them by clarifying expectations and coaching them on what good looks like.
• Leads the establishment of their E2E Team’s target metrics / balanced scorecard for their E2E Team and clearly distinguishes those measures and linking mechanisms that integrate the E2E team together for the benefit of the customer/partner, business & colleagues.
• Manages personal time such to focus on the most impactful activities driving current and future value for their E2E customers/partners, business and colleagues. This includes developing and supporting their GTM team members so that they can effectively step up and lead the processes for which they are responsible as well take on other ToL leadership activities.
• Does analysis from the customer of these teams on how to improve.  Uses digital tools to create the experience and understand the human interface.  Understands the nature of loyalty and how to build; customer advocacy.  Understands key drivers of customer outcomes and how we can deliver. 

Accountability, Accountability, Active Learning (Inactive), Active Listening, Assertiveness, Bias, Building Rapport, Buyer Personas, Coaching, Complex Sales, Creativity, Critical Thinking, Cross-Functional Teamwork, Customer Experience Strategy, Customer Interactions, Design Thinking, Empathy, Financial Acumen, Follow-Through, Growth Mindset, Identifying Sales Opportunities, Industry Knowledge, Intellectual Curiosity (Inactive), Long Term Planning, Managing Ambiguity {+ 6 more}

Health & Wellbeing

We strive to provide our team members and their loved ones with a comprehensive suite of benefits that supports their physical, financial and emotional wellbeing.

Personal & Professional Development

We also invest in your career because the better you are, the better we all are. We have specific programs catered to helping you reach any career goals you have — whether you want to become a knowledge expert in your field or apply your skills to another division.

Diversity, Inclusion & Belonging

We are unconditionally inclusive in the way we work and celebrate individual uniqueness. We know diverse backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good.

#unitedstates

#executive, #financialservices, #sales

Job:

Sales

Job Level:

Director

    

States with Pay Range Requirement

The expected salary/wage range for a U.S.-based hire filling this position is provided below. Actual offer may vary from this range based upon geographic location, work experience, education/training, and/or skill level. If this is a sales role, then the listed salary range reflects combined base salary and target-level sales compensation pay. If this is a non-sales role, then the listed salary range reflects base salary only. Variable incentives may also be offered. Information about employee benefits offered can be found at https://myhperewards.com/main/new-hire-enrollment.html.

USD Annual Salary: $228,500.00 - $553,000.00

Hewlett Packard Enterprise is EEO F/M/Protected Veteran/ Individual with Disabilities.

   

HPE will comply with all applicable laws related to employer use of arrest and conviction records, including laws requiring employers to consider for employment qualified applicants with criminal histories. .