Southwest Growth Leader - Water
Posted 2025-04-06Job Title - Southwest Growth Leader - Water
Location - Arizona, Colorado, and Utah...
Job Type  Hybrid, Onsite, Remote
About Stanley Consultants
Improving Lives Since 1913. Stanley Consultants has been helping clients solve essential and complex energy and infrastructure challenges for over 110 years, successfully completing more than 50,000 engagements in 120 countries and all 50 states and U.S. territories. Values-based and purpose-driven, Stanley is an employee-owned company of engineers, scientists, technologists, innovators and client-service experts who are recognized for their commitment and passion to make a difference. The company garnered a recent Top Workplaces USA Today ranking and followed it with recognitions for outstanding compensation and benefits and work-life flexibility. For more information on Stanley Consultants, please visit https://www.stanleyconsultants.com.
Stanley Consultants is seeking a Southwest Growth Leader within our Water Market that would oversee business development for our existing offices in Arizona, Colorado, and Utah and expansion into other adjacent markets within the Southwest Region. This position reports to the Water Market Leader and leads and coordinates the overall business development efforts to expand our water, wastewater and water resources related professional engineering services to local government clients.
What You Will Be Doing:
 Serve as Stanley Consultants key contact and service manager to our clients in municipal and industrial markets
 Provide overall leadership and mentoring for the water team in the southwest region
 Lead the development of strategic business and client plans for the southwest water market in coordination with Client Service Managers
 Defend and increase market share with existing and new county and municipal clients across the southwest region
 Evaluate client needs, identify requirements, and provide clients with value added solutions
 Identify new service opportunities
 Develop teaming opportunities with strategic partners to pursue work with state, county and local agencies within the southwest region
 Supervise Client Service Managers in the Phoenix, Salt Lake City, and Denver offices
 Support Client Service Managers to ensure a robust Water Market sales pipeline including accurate information for the southwest water market opportunities
 Maintain and update sales opportunities in the CRM database and the opportunity report
 Lead the Go/No-go decision process on potential project opportunities to pursue
 Lead the development of pursuit strategies for key project opportunities
 Identify and bring on necessary and key talent to the existing southwest water team
 Participate in project scoping, fee estimating, proposal preparation, interviews, and negotiations
 Oversee performance of projects to clients and resolve issues as they arise
 Serve as technical liaison to clients on key projects and coordinate technical efforts within discipline areas if necessary
Required Qualifications:  Bachelor of Science in Civil Engineering or bachelorÂs degree in business management  Minimum of 20 years of relevant experience  Leadership experience in AWWA, WEF or other professional organizations  Established relationships with clients in the southwest region  Proven leadership, communication, mentoring, and client liaison skills  Working knowledge of design software used to prepare engineering and design documents  Knowledge of the Southwest regional market  Demonstrated business development skills including leadership of the preparation of statements of interest, technical proposals, and interviews
Base Compensation: $180,000 - $210,000
Stanley Consultants is committed to maintaining transparency in our hiring process, including providing information about compensation. The starting salary for the successful candidate in this position is competitive and will be determined by the selected candidate's qualifications and experience, geographic location, internal equity, company policy and practices.
StanleyÂs Approach to Flexibility
While some members choose to work out of their local office on a full-time basis, we offer a hybrid schedule for eligible positions consisting of two days a week in the office, two days a week remotely, and Friday being a flexible day that can be worked either in the office or at home. Eligible roles can also offer a compressed workweek schedule. Members who participate will be assigned a 9/80 work schedule, meaning every other Friday off!
What we offer:
 Member-Owned. Member-ownership is at the heart of our culture, aligning client satisfaction, company performance, and personal reward
 Work-Life Balance. We realize thereÂs more to life than just work
 Paid Time Away. Stanley Consultants offers numerous paid holidays, generous paid time off (PTO), parental leave, and professional development leave
 Health Portfolio. We provide a comprehensive portfolio of health services including medical, dental, vision, FSA, HSA, Doctor On Demand, wellness reimbursement, and mental health resources
 Financial Health. We offer life insurance, short- and long-term disability insurance, identity theft protection, and many other benefits
 Professional Growth. When your skills grow, so do we, which is why we offer tuition assistance, professional society membership, and more
 Financial Rewards. We share our prosperity with members through company stock ownership, a generous 401K match, incentive compensation, and profit-sharing contributions to retirement 401K plans
 Click Here: A Great Place To Work
Learn more about Stanley Consultants in this short video: Working at Stanley Consultants
Stanley Consultants does not welcome unsolicited resumes from staffing and recruiting agencies. Any unsolicited resumes submitted to Stanley Consultants, including but not limited to resumes submitted directly to Stanley Consultants members, or any of our representatives, will be deemed the property of Stanley Consultants.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor 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 the contractorÂs legal duty to furnish information. 41 CFR 60-1.35(c
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