RIOS jobs

Business Development Manager with a focus on the US Dept of Veterans Affairs A leading healthcare consultancy is looking for a dynamic and experienced business development manager to lead the strategy and execution of new business opportunities with the US Department of Veterans Affairs (VA) and other federal healthcare agencies as assigned. Summary The Business Development Manager will be responsible for identifying, pursuing, and closing new contracts and partnerships with the VA, the largest integrated health care system in the US and other federal healthcare agencies as assigned. The ideal candidate will have a deep understanding of the VA's mission, vision, and priorities, as well as the challenges and opportunities in the healthcare market. The development manager will work closely with the senior leadership team, the capture and marketing team, the product and service delivery team, and external stakeholders to develop and execute a comprehensive and innovative business development plan. Responsibilities Research and analyze the VA's needs, goals, and initiatives, and identify potential areas of collaboration and value proposition. Develop and maintain strong relationships with key decision-makers and influencers within the VA, including senior executives, program managers, contracting officers, and clinical staff. Create and deliver compelling proposals, presentations, and pitches that showcase the company's capabilities and solutions, and address the VA's pain points and objectives. Negotiate and close contracts and agreements that meet the company's and the VA's expectations and requirements. Coordinate and collaborate with internal teams and external partners to ensure the successful delivery and implementation of the company's products and services to the VA. Monitor and report on the performance and satisfaction of the VA accounts and identify and resolve any issues or challenges. Provide feedback and insights to the senior leadership team and the product and service delivery team on the VA's needs, preferences, and feedback, and suggest areas for improvement and innovation. Lead and coordinate proposal development activities, including writing, editing, reviewing, and submitting proposals in compliance with solicitation requirements. Negotiate contracts and agreements with federal customers and partners. Maintain a pipeline of active and potential opportunities and provide accurate forecasts and reports. Sell new work according to assigned goals. Participate in proposal color team reviews. Represent the company at industry events, conferences, trade shows, and meetings. Stay abreast of federal procurement trends, policies, regulations, and best practices. Manage the CRM solution to capture opportunities, capture activities and follow up. Support the competitive intelligence business development function. Identify potential new markets that align with Rios' growth strategy. Monitor market trends and assess the potential risks and opportunities for Rios. Provide corporate reporting and meeting support for Business Development activities. Perform other Business Development activities as required. Qualifications Must maintain an active and professional LinkedIn presence, regularly engaging with industry-related content and showcasing relevant experience. Must have 2+ years' experience working with the Department of Veterans Affairs (VA) and/or other federal healthcare agencies, with a strong network of contacts and relationships. Bachelor's degree in business, healthcare, or related field. Master's degree preferred. 5+ years' experience in business development, sales, or account management in the healthcare industry, with a proven track record of success. Excellent communication, presentation, and negotiation skills, with the ability to communicate effectively with diverse audiences and stakeholders. Strong analytical, strategic, and problem-solving skills, with the ability to identify and pursue new opportunities and overcome challenges. Highly motivated, self-directed, and results-oriented, with the ability to work independently and as part of a team. Proficient in Microsoft Office, CRM, and other relevant software and tools. Ability to travel as required. Benefits Information: Profit-sharing/Performance Bonus: Rios Partners is committed to ensuring the success of the organization benefits the entire team. As such, a portion of profits is paid out to employees. The total amount of Profit-Sharing/Performance Bonus distributed to the team may vary year to year and will depend on numerous factors, including market conditions, company performance, and individual performance. Retirement plan: Rios Partners offers a 401(k) and contributes an amount equivalent to 3% of the employee's base salary each month to the designated fund. Employees may choose to contribute additional money into the 401(k) from their paycheck each month. Health insurance: Rios Partners covers 90% of the premium for both the employee and their dependents for a Platinum plan health coverage through United Healthcare Dental insurance: Rios Partners covers 90% of the premium for both the employee and their dependents for a dental insurance plan through Guardian Dental. Vision insurance: Rios Partners covers 90% of the premium for both the employee and their dependents for a vision insurance plan through VSP. Disability insurance: Rios Partners will pay 100% of the premium for both short-term and long-term disability insurance provided through Guardian. Paid Time Off (PTO) and holidays: You will be eligible for three weeks of PTO (15 days) and 12 paid holidays each year. In additional accrued PTO, Rios Partners provides additional time off for both expected and unexpected events (e.g., Bereavement Leave, Jury Duty, Voting). Maternity, Paternity, and Adoption Leave: Rios Partners celebrates employees' choice to become parents. We are also aware that pregnancy and caring for an infant or a newly adopted child may cause additional life complexities. As such, we provide employees twelve (12) weeks of paid leave in association with the birth of an employee's own child or the placement of a child with the employee in connection with adoption or foster care. To be eligible for Maternity/Paternity/Adoption Leave Program, team members must: 1) Have worked at Rios Partners full-time for a minimum of 12 continuous months. 2) Be in good employment standing with Rios Partners (i.e., not on probation). 3) Request leave a minimum of 30 days in advance if possible. If this is not possible, please place your request as soon as possible once you become aware of it. Regardless of eligibility for the Rios Partners Maternity/Paternity/Adoption Leave Program, all Rios Partners employees are eligible for the Department of Labor's Family and Medical Leave Act entitlements as well as Rios Partners Short Term Disability plan. Employee Assistance Program: Rios Partners cares about the mental health of our employees. Through our employee assistance program, ComPsych, we offer 5 EAP sessions to address personal issues such as relationship struggles, substance abuse, parenting challenges and grief. ComPsych, if you decide to utilize the service, also provides FinancialConnect, LegalConnect and FamilySource to provide support and resources for every eligible employee. Training and Development: Rios Partners is committed to helping you achieve your highest potential. Our personal view is that this is best accomplished through a combination of client engagements, opportunities to take on new roles within the team, and internal (team) / external (expert) training. Equal Opportunity Employer Rios Partners is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law. Rios Partners is an E-Verify Employer. Click here for more information on E-Verify. Pay Transparency Nondiscrimination Statement Rios Partners 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 Rios Partners' legal duty to furnish information. 41 CFR 60-1.35(c).