Chief Business Development Officer (CBDO)

Strategic Growth Partners (SGP), a government contracting advisory firm, provides a full suite of support services (Shared Services) to the organization.

Our organization is moving from separate business development operations in each business unit to one unified BD model/system that serves the entire portfolio. SGP is hiring a Chief Business Development Officer (CBDO), employed by SGP and dedicated full time to the organization, to build and lead that system. To start, the CBDO's growth focus is the organization's priority business units; the remaining units will use the same unified systems, such as the CRM, and may come into the CBDO's growth scope as the role evolves.

The CBDO establishes the organization's agency targets and the business development processes and procedures that every business unit follows, including one CRM, one pipeline process, one proposal process, and one set of marketing standards. The CBDO sets the tone for BD across the portfolio, directs the vice presidents who currently lead proposals, pricing, marketing, and related functions, and runs bid/no-bid decisions. Business unit leads keep ownership of their P&L and day-to-day customer relationships, and work inside that system. The CBDO leads outreach and directs the capture process for the business units in the CBDO's scope; where a business unit lead keeps outreach and capture for now, that unit works inside the same system. The CBDO also leads executive-level relationships with customers and partners and delivers a monthly performance report that gives the CGO and the client's executive leadership a clear view of the state of the business. Reporting to SGP's CGO, the CBDO carries growth accountability for the priority business units to start, with the scope expected to grow toward the full portfolio.

KEY RESPONSIBILITIES

Set growth targets. Build an annual growth plan with revenue, pipeline, and win-rate targets for each business unit and operating company in the CBDO's scope, and gain the approval of the CGO and the client's executive leadership.

Establish agency targets. Set the portfolio's target agencies, markets, and contract vehicles, and approve each business unit's targets within them so the operating companies do not compete with one another.

Partner with the CGO on growth strategy. Work with the CGO to shape the organization's overall growth strategy, including markets, contract vehicles, teaming, and acquisitions, and bring SGP's growth methods and reach-back support to each business unit.

Run one BD system. Stand up and enforce a single CRM, common pipeline stages and entry criteria, and bid/no-bid gates across all business units.

Set the tone and direct the SGP VPs. Communicate expectations, priorities, and standards for BD across the portfolio, and direct the vice presidents who lead proposals, pricing, marketing, and related functions. Assign the Market Intelligence Analyst, Business Development Managers, and Capture Managers to the business units, and resolve competing demands for their time.

Lead the BD team. Directly manage the BD staff who move to SGP and report to the CBDO. Lead outreach and direct the capture process for the business units in the CBDO's scope, and coordinate with BD staff who remain within their business units so all teams work inside the same system.

Make bid/no-bid decisions. Chair gate reviews for every pursuit, and record each decision in a bid/no-bid memo.

Standardize capture and proposals. Make sure every pursuit follows a standard capture plan, capture deck, and proposal process, including compliance checks, color reviews, pricing and price-to-win, and contract review (the contract review workflow is still being defined). The CBDO directs the capture process on pursuits in the CBDO's scope; where a business unit lead directs capture, that unit follows the same process.

Lead executive relationships. Build executive-level relationships with priority customers, primes, teaming partners, and mentor-protégé partners, in coordination with the business unit leads who own day-to-day customer relationships. Make sure every contact is logged in the CRM.

Lead marketing. Set marketing strategy and brand standards across all operating companies, and approve capability statements, website and SAM/DSBS profiles, campaigns, and event plans.

Hold business unit leads accountable for growth. Run a monthly growth review with each business unit lead against the unit's growth targets, and escalate unresolved priority or resource conflicts to the CGO. P&L performance remains with the business unit leads.

Report monthly and quarterly. Deliver the monthly performance report to the CGO and the client's executive leadership, by business unit and portfolio total, and present a quarterly BD update to the Board.

Learn from every award decision. Complete a win/loss debrief after each award decision, and feed the lessons into the next capture plan.

PERFORMANCE MEASURES

The CBDO will be measured against the following items, all reported monthly by business unit and portfolio total. Numeric targets will be set with the CGO and the client's executive leadership once baseline data are in the shared CRM.

Measure

Target

New opportunities added

Qualified opportunities entered in the CRM each month: TBA

Dollars added to pipeline

Total value of opportunities added each month: TBA

Total qualified pipeline

Open pipeline value at month end: TBA

Pipeline coverage

Qualified pipeline as a multiple of the annual revenue target: TBA

Proposals submitted

Count and dollar value submitted each month: TBA

Bid/no-bid decisions

Every pursuit decided at a gate review, with a written memo

Submission quality

Every proposal submitted on time and compliant

Awards won

Count and dollar value awarded each month: TBA

Win rate

Trailing 12 months, by count and by value: TBA

Recompetes

Share of contracts due in the next 12 months that are retained: TBA

Customer and partner meetings

Meetings held each month and logged in the CRM: TBA

Monthly report

Delivered to the CGO and the client's executive leadership every month, by business unit and portfolio total

QUALIFICATIONS

Required

Experience leading growth for a company or business unit of at least $100 million in annual revenue, with direct accountability for its pipeline, bookings, and revenue targets

Experience directing vice presidents and senior functional leaders across proposals, pricing, and marketing

Fifteen or more years of federal business development, capture, and proposal experience, including at least five years leading a BD organization at the executive level

A record of winning new federal work and retaining recompetes across multiple agencies

Working knowledge of the SBA 8(a) program and the rules for tribally owned entities, including sole-source authority, set-asides, and affiliation

Experience positioning companies on major contract vehicles such as OASIS+, SEWP, and STARS III

Experience leading capture and proposal teams through a formal, gated process such as Shipley

Experience building a CRM-based pipeline and delivering monthly performance reports to executives or a board

Ability to hold business unit leads accountable for growth without direct authority over them

Bachelor's degree

Preferred

BD experience in federal IT and defense services markets

Experience growing a multi-entity holding company or a tribal, Alaska Native, or Native Hawaiian enterprise

Active security clearance, or the ability to obtain one

MBA or related advanced degree

BD FUNCTIONS AND OWNERSHIP

To start, the CBDO leads BD growth for the organization's priority business units. The remaining units work inside the same unified BD system, including the CRM, and may move into the CBDO's growth scope as the role evolves. BD staff in the CBDO's scope report directly to the CBDO; BD staff who stay within their business units work inside the sam