Account Manager (SG) - Talent Development Consultancy

Our client core business is in leadership performance consultancy and training platform with founders that have deep domain knowledge built over 25 years.  Some partners they work with would be Newton Institute and Cegos (UK) Ltd.

If you love to hustle and love meeting with people, love data / facts, this would be a good opportunity!  The team is looking to expand and hire account managers. You will be responsible to manage existing accounts, develop new accounts and manage the portfolio from end to end.

This role will be based in Singapore.

 

Your day-to-day will consist of:

  • Working with customer HR team on identifying organization training needs. 

  • Writing leadership development program and consultancy proposals. 

  • Marketing of publicity workshops to enterprises and follow up with inside sales call with HR. 

  • Leading and overseeing operations and logistics to deliver public programs. 

 

You should have the following skills / attributes:

  • Quick learner, can do attitude

  • Love to hustle and excel at speed over completeness of information and certainty, but never at the expense of giving your best in delivery

  • Inclined to inquire about the “whys” before the hows

  • Comfortable to deal with unknowns and quick to take initiative to go the extra mile to make things happen

 

And embrace the following values:

  • Treat others as ourselves and commitment to serve others - team, partners, customers

  • Passion to make a difference in the marketplace

  • Value long term, values based, purpose driven relationships over transactional value

 

Our client operates in a culture where the leadership helps the individual to identify and build mastery over what truly matters to them:

  • Purpose. Work must have purpose so that everyone understands why their work matters.

  • Trust. Values must be practiced throughout the organization to develop trusting relationships.

  • Focus. Activities must focus on value creation to the customers.

  • Strength. Roles must match up with capabilities that people feel well used.

  • Growth. Teams must be able to grow without dependency on individual leaders.
 

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