Job Description

VANRATH are excited to be working alongside a leading Global Technology Leading Company and one that holds a prestigious reputation for the recruitment of a Senior Bid Manager.

This is a Hybrid working position - 2 days at Home & 3 days in the Belfast office.

This is a very rare opportunity with an extremely good company - There will be numerous opportunities to progress upwards from this position too.

Salary
\xc2\xa360,000 - \xc2\xa373,000 + Bonuses + Fantastic Benefits Package & Progression Opportunities & Hybrid Working & Genuinely a Great Place to Work

Responsibilities

• You will be responsible for leading bid-management activities to ensure the successful delivery of a bid or a number of bids. Giving rigour to change control, commercial awareness and stakeholder management.

• You will be required to bring structure, clarity and governance to the process. You will help shape solutions to provide compelling offers to our customers. You will also manage a good build and manage strong relationships with internal and external key UK and international customers. As well as managing multi-disciplinary bid teams to deliver high quality business winning proposals.

• You will need to apply business acumen to maximise position to secure new business. You will also manage the preparation of prequalification response submissions to customers with the objective of securing an invitation to bid. Additionally, you will lead in Bid Kick-Off meetings, providing bid management direction and engagement with the Bid Team.

• In addition to this, you will manage the creation of the bid deliverables, shaping a compelling offer and ensuring review and governance, leading to the creation of a high quality proposal.
• Full Job spec available upon request/application

The Ideal Person:

• You will have a proven track record of managing and delivering successful bids in contexts relevant to this company- (Multi Backgrounds considered - Defence, heavy engineering (aerospace, rail, energy, marine), or construction, or IT infrastructure backgrounds.)
• You will have experience managing large, complex bids at a minimum value of \xc2\xa310m.
• As well as full business lifecycle management, including capture, qualification and developing capture plans and winning strategies.

For further information on this vacancy, or any other jobs in Belfast or wider Northern Ireland, please apply via the link below or contact Jack Groves in the strictest confidence.

Some positive candidate feedback we\'ve received-

\'VANRATH were very easy to work with, personable and knew what questions to ask to find me the right role. Would highly recommend.\'\'

\'\'I would highly recommend Vanrath. Very quick response to my application. They have been extremely dedicated to finding me a role that was best suited to my future career development.\'\'

\'\'Would highly recommend Vanrath. After uploading my cv I was contacted the next day and they were able to find a permanent suitable role for me very quickly. They were very helpful and supportive through the entire interview process and were able to negotiate a very good job offer which I was delighted with.\'\'

We often hear the term Human Resource Management, Employee Relations and Personnel Management used in the popular press as well as by Industry experts. Whenever we hear these terms, we conjure images of efficient managers busily going about their work in glitzy offices.

In this article, we look at the question "what is HRM ?" by giving a broad overview of the topic and introducing the readers to the practice of HRM in contemporary organizations. Though as with all popular perceptions, the above imagery has some validity, the fact remains that there is much more to the field of HRM and despite popular depictions of the same, the "art and science" of HRM is indeed complex.

We have chosen the term "art and science" as HRM is both the art of managing people by recourse to creative and innovative approaches; it is a science as well because of the precision and rigorous application of theory that is required.

As outlined above, the process of defining HRM leads us to two different definitions. The first definition of HRM is that it is the process of managing people in organizations in a structured and thorough manner. This covers the fields of staffing (hiring people), retention of people, pay and perks setting and management, performance management, change management and taking care of exits from the company to round off the activities. This is the traditional definition of HRM which leads some experts to define it as a modern version of the Personnel Management function that was used earlier.

The second definition of HRM encompasses the management of people in organizations from a macro perspective i.e. managing people in the form of a collective relationship between management and employees. This approach focuses on the objectives and outcomes of the HRM function. What this means is that the HR function in contemporary organizations is concerned with the notions of people enabling, people development and a focus on making the "employment relationship" fulfilling for both the management and employees.

These definitions emphasize the difference between Personnel Management as defined in the second paragraph and human resource management as described in the third paragraph.

To put it in one sentence, personnel management is essentially "workforce" centered whereas human resource management is "resource" centered. The key difference is HRM in recent times is about fulfilling management objectives of providing and deploying people and a greater emphasis on planning, monitoring and control.

Vanrath