• Design the operating process: eligibility screening, onboarding, data flows, settlement and reconciliation, invoicing, reporting.
• Build it into our systems, working with the platform, product and finance teams. Manual workarounds are a starting point, not a destination.
• Write the playbooks, templates and checklists so the process is people agnostic.
• Report on LES volume, revenue and pipeline to the Head of Client Success and to the wider leadership team.

Commercial Operations Across the Renewals Cycle

• Support the Head of Client Success on renewals forecasting, tender scheduling and pipeline hygiene across the client base.
• Own the reporting that tells us how the renewals cycle is actually performing, not how we hoped it would.
• Find and fix the friction. Where the renewals process leaks time, value or clients, propose the change and then deliver it.
• Hold the line on CRM data quality, because every pipeline forecast downstream depends on it.

Leading the Team

• Line manage two people: an Account Manager and a Junior Sales Executive. One to ones, objectives, development and performance for both.
• Run two different motions well. Retaining and growing existing accounts is a different job from winning new ones, with different rhythms, different metrics and different coaching needs. Do not manage them as if they are the same.
• Own the new business number for the locally led segment alongside the retention number, and hold the Junior Sales Executive to a clear activity and pipeline standard.
• Develop a junior hire properly. This is likely to be someone earlier in their career who needs structure, feedback and real time in front of clients.
• Coach on commercial conversations, not just process. Set the standard for how we talk to community energy boards and small generators.
• Plan capacity across the renewals calendar so the peaks are covered.

Requirements

What Good Looks Like After Six Months

• Targets to be agreed with the Head of Client Success in month one, against a baseline set at the same time.
• LES is a defined, documented and repeatable service rather than a series of one off deals.
• LES volume and margin have grown against the agreed baseline.
• Time to process an LES arrangement has fallen measurably.
• Renewal rates in the locally led segment have held at above 90%.
• New business into the locally led segment is running to an agreed and predictable rate, with a pipeline that supports the following year.
• Both direct reports are performing, developing and forecasting reliably.

Skills and Experience

Essential

• Strong commercial numeracy. Comfortable building and stress testing a pricing or value model and defending the assumptions.
• Formal line management experience.
• Demonstrable process design experience. You have taken something messy and made it simple and repeatable, and can talk through how.
• Confident with contracts and regulation at a commercial level. You do not need to be a lawyer, but you need to know what you are reading and when to escalate.
• Experience managing or mentoring others, formally or informally. You will be developing a junior hire, not just directing one.
• Enough new business experience to coach it credibly. You do not need to have carried a large quota, but you need to know what good prospecting and pipeline discipline look like.
• Credible in front of clients, from a volunteer community energy board to an institutional asset manager.
• Fluent with CRM and reporting tools.

Desirable

• Working knowledge of the UK power market and routes to market for renewable generation, including PPAs and export arrangements.
• Direct experience of licence exempt supply, private wire or sleeved supply arrangements.
• Experience in the community energy sector.
• HubSpot.

Benefits

• Competitive Bonus scheme alongside:
• Flexible working that fits around school drop offs, pick ups and other life activities.
• 25 days' annual leave plus bank holidays, with the option to buy up to 5 extra days a year.
• 1 extra day of annual leave for every year of service after 5 years, up to a maximum of 5 extra days.
• Private health insurance provided by Vitality.
• A positive and supportive culture with regular team events, incentives and social activities.
• A 3 month sabbatical after 4 years of service.
• Enhanced parental leave. Maternity and adoption at 12 weeks full pay followed by SMP, paternity and partner leave at 6 weeks full pay to take any time in your child's first year, plus shared parental leave.
• Salary sacrifice scheme for electric cars, and cycle to work.
• An annual allowance of £100 towards your professional development, plus access to other development resources.
• Group pension scheme.
• Central Bristol office with bike storage and shower facilities.

At Renewable Exchange we are committed to Diversity, Equity and Inclusion. We encourage people from every diverse background to apply; even if you aren’t sure if you meet all of the criteria we would love to hear from you!