Business Development & Product Strategy Lead – Torque Limiters

As the Business Development & Product Strategy Lead – Torque Limiters, this role is pivotal in driving profitable growth across assigned product lines through both commercial and technical support. It focuses on geographical expansion and penetrating new markets, identifying strategic partnerships, and gathering Voice of Customer (VoC) feedback to inform new product development. The position is responsible for executing product lifecycle strategies (PLS) and rationalization plans, enhancing brand awareness, and implementing competitor displacement initiatives. Additionally, it leads margin improvement and price realization efforts using 80/20 analysis, ensuring strategic alignment with business objectives and sustainable growth.

The role is a critical member of the Wichita Falls manufacturing site and the OCTL Clutches & Brakes Product Management team.

This role requires close collaboration with cross-functional teams including customer service, application engineering, sales, marketing, and operations. Together with business development, this position plays a crucial role in acquiring market insights for the North and South American Torque Limiter market, tailoring product offerings to meet market needs.

A highly autonomous, multi-disciplinary role responsible for identifying opportunities, developing strategic growth plans, and delivering technical solutions.

The candidate must exhibit high technical proficiency in torque limiter technology as applied to the industrial power transmission market. This includes sectors such as metals, mining, wood and forestry, wastewater, food and beverage, and factory automation

The ability to think strategically and execute on a growth plan is critical.

Core Responsibilities:

• Develop and execute strategic growth plans using the A3 growth template and PDCA methodology.

• Define 3–5-year growth targets and lead profitability expansion.

• Utilize 80/20 principles to prioritize key customer activity and responses.

• Use critical thinking and 80/20 principles to drive gains in target areas.

• Identify PLS opportunities and execute simplification planning.

• Ensure adherence to price realization tools and metrics.

• Support QUAD and QUARTILE evolution ambitions.

• Initial focus on Autogard U.S. product line establishing a first-mover advantage in sales. The candidate must be capable of technical selling and possess the ability to “sell confidence”.

• Provide training and support to customers and sellers.

• Identify new strategic growth opportunities, understand market demands, and transmit VoC feedback.

• Develop new business at key customer accounts and penetrate new markets.

• Develop under-performing geographies through direct approaches and distribution partnerships.

• Identify and execute competitor displacement opportunities

• Track industry trends for early mover advantage

• Conduct new customer prospecting, highlighting perfect prospect accounts

• Collaborate with sales teams to deliver top customer service.

• Support key industry exhibitions.

• Maximize face-to-face opportunities with target customers through efficient travel.

• Maximize brand opportunities through synergy sales and packaged solutions.

• Collaborate with corporate marketing to implement targeted marketing strategies.

• Collaborate with Purchasing and Procurement for supply chain partnerships.

• Report KPIs monthly.

Qualifications:

• Bachelor’s degree in Mechanical Engineering or related field

• 2+ years of commercial experience in product mgmt. and or sales

• 5 years technical experience and/or application engineering experience in power transmission products and associated industries preferred

• Capable of strategic thinking and execution

• Ability to work in a non-structured environment while remaining personally accountable for achieving defined objectives

• Strong interpersonal, communication, and networking skills

• Domestic Travel (up to 50%) required. Periodic travel to South America

$90K-110K USD
The salary range provided is intended to display the value of the company's base pay compensation for all statewide locations across the United States. Salary is dependent on a multitude of factors, including but not limited to the physical worksite location, candidate's skill set, level of experience, education and internal peer compensation comparisons.

Candidates must be eligible to work in the United States without requiring company sponsorship to obtain