Vodafone - DGM - Business Development

Role profile

Role title: Deputy General Manager - Business Development

Function: Vodafone Business Services

Band: F2

Department: National Corporate Business

Reports to: Vice President & Head National Corporate Business

Location: Mumbai

Role purpose: To manage and lead fixed line business for National Corporate Business in order to attain market leadership in large Corporate segment in India, through growth, in terms of revenues, market share and profit, whilst complying with agreed budget, timescales and agreed policy guidelines and regulatory norms.

Key accountabilities and decision ownership

[max 5]:

Revenue Management:

- Sets and manages all fixed line financial targets for each of the VBS Circle and BDMs

- Achieve budgeted revenue (DB) for Fixed Line Business

- Drive Order Booking for fixed line business through circle BDMs

Business Development

- Interact with VBS Enterprise Product & NPD team to ensure relevant products/solutions are introduced for large corporates

- Work closely with internal team (Feasibility, Pre-sales and BDMs,Commercial Manager) todeliver the customer requirements.

- Devise account wise strategy to convert accounts from hunting to farming for fixed line business

Process Management:

- Implement processes and systems that will provide solutions to the various teams including sales, delivery, feasibilityetcon various matters pertaining to fixed line Data business growth.

- Drive the circle’s Atlas fixed line data business through funnel generation, pipeline management and participation in large Bids and RFPs

- Replicate various best practices across circles

- Review, track and support the fixed line data business development in circle for Atlas project.

- Drive all fixed line products including Ill, MPLS, GMPLS, IPLC and other associate products.

- Engage with CIO/ CTO and key influencers to support Vodafone products

- Support Circle sales team in achieving fixed line data business

People Management:

- Build the best team, driving the Vodafone Way

- Capability building for the BDMs by providing regular training to improve their skill set Core competencies, knowledge and experience [max 5]:

- 10-12 years of B2B sales / product experience in a reputed Telecom organization. Preferably from Verizon, BT, Singtel, Tata Com

- Should have expertise in Global Data Products like GMPLS, IPLC, Global Hosted & Managed Services etc

- A proven track record in meeting revenue targets in fixed line business.

- Knowledge of specific areas - Sales and Marketing; Competition in Fixed Line Business; Competitor strengths & weakness.

- People based experience - Experience in handling large team of BDM’s/Account Managers.

Must have technical / professional qualifications:

- MBA from a reputed Institute

- BE/B Tech

- Technical qualification: In depth knowledge of Domestic & International Fixed Line Data Business, Cloud Services, Data Centres & Managed services

Budget owned:

Key performance indicators[max 3]:

Business:

- To achieve monthly, quarterly & annual Order Booking (DB) and revenue target for Fixed Line Business of Rs. ___Cr. In FY14-15

- Drive to acquire more hunting accounts for fixed line business

- Identify and build business with prior specialized knowledge and support BDMs and account managers of NC segment at the circles.

Customer:

- Meet, understand and deliver customer expectations, while managing a steady flow of revenues

- Focus more on large wins to ensure we can deliver expected order booking

People:

- Build the best and most efficient team by driving the new mission statement, VPS (Vodafone People Survey) and the Vodafone Way behaviour

- Ensures virtual team works collaboratively with all other functions within organisation to drive agenda and ensure alignment with overall Marketing strategy

Direct reports: 1-2

Dotted reports: 35 to 40 Fixed line BDM’s across India.

Guidance

Role profile

It’s important to have a clearly defined role profile for a number of reasons:

- So that the individual understands what they are expected to deliver and their performance can be measured against the profile

- For recruitment so that the right person with the right skills is recruited to do the job

- To demonstrate how the organisational goals will be delivered and to ensure there is no overlap between roles

Please note that this profile will be used internally and externally - It must be simple and free of Vodafone acronyms and jargon so that an external candidate can understand it. It must also contain no confidential information that we would not want an external candidate to see

Please note that all Vodafone role profiles must align to the Vodafone Way – customer obsessed, innovation hungry, ambitious & competitive, one company & local roots, speed, simplicity and trust

To support our desire for speed, simplicity and trust, the role profile must fit onto one page and be completed in the Vodafone font
Prepared by/Date/Unique job ID: Make sure you add your name and date. The Resourcing Team will provide a unique job ID

Role title: Create a title that summarises the nature of the role and complies with role naming guidelines provided by Group Organisation Effectiveness e.g. you cannot have ‘Senior’ in the title to comply with age discrimination legislation

Band: Enter a suggested Band but this will be defined formally by Reward through the banding and grading process. Information provided on the next page supports this process

Reports to: This is the single person that the role reports into with a hard line for performance management. Other matrix reporting responsibilities can be captured in accountabilities section

Function, Department, Location: Define where the role sits in the organisation and location expectations, including where extensive travel is required

Role purpose: Summarise the purpose (expected outcomes) of the role in one clear and simple sentence beginning with ‘to’ plus a verb e.g. ‘to manage’ or ‘to provide’

Key accountabilities and decision ownership: Document the top 5 accountabilities for the role, including accountability for key decisions. These should be free of jargon and not overlap / repeat each other. They should show the breadth and depth of the role

Key performance indicators: Define no more than 3 measurable indicators that will demonstrate that the person in the role is delivering effectively against their accountabilities. These need to link clearly to the accountabilities and be specific and measurable

Core competencies, knowledge and experience: Define no more than 5 qualities and experiences that will help the person deliver the role

Must have technical / professional qualifications: Note any essential qualifications (nice-to-haves should be captured in core competencies, knowledge and experience). This may not be applicable for all roles

Budget owned: Define the financial responsibility for the role. This may not be applicable for all roles

Direct reports: List all direct reports (hard line reporting, role is responsible for performance review for these reports). This may not be applicable for all roles

Dotted reports: List all dotted reports (dotted line matrix reporting, role influences performance review for these reports but not responsible for it). This may not be applicable for all roles