Pricing Director

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What You'll Get to DoThe Pricing Director is responsible for driving pricing strategy, data and value analytics, developing and establishing pricing process improvements / procedures, continuously improving organizational pricing capability and providing pricing practice leadership across all products and categories. Strong analytical rigor, strategic insights and business judgment are critical for the role.

Establish price strategy and initiatives.

• Establish the appropriate data sets to measure current state price performance. Draw meaningful insights from the data that help guide organization decision making.
• Establish price rules and appropriate pricing levels to optimize margin across the customer segments and product categories.
• Develop intercompany pricing and analysis that aligns customer prices with margin objectives at the enterprise level.
• Create pricing strategies that extract the full value of the company's portfolio in a solution sale, bundled approach.
• Examine the price/volume trade off that maximizes EBITDA by insuring plants are consistently at capacity.
• Develop data and dashboards to monitor price performance to identify areas of leakage and upside to optimize profitability.
• Monitor changes in cost and take appropriate actions where necessary to maintain volume and profitability.
• Develop the right tool set to publish pricing to the sales and estimation teams, integrating into the existing quotes systems.
• Support new product price setting with rigorous voice of customer and competitive research.
• Build a pricing team in a highly decentralized environment; create pricing rules that give sales the flexibility to meet customer and market price levels but maintain the appropriate company financial targets.
• Establish governance and escalation procedures that enable rapid, but data-based decisions on price concessions.
• Establish a formalized review process with the Executive Leadership Team; recommend areas of profitability improvement and actionable suggestions to achieve those improvements.

Build organization pricing competency.

• Develop and implement process improvements within the four core operating areas of Pricing (Negotiation, Administration, Delivery, Measurement) to drive consistency.
• Establish a core understanding of value pricing across the commercial organization to improve overall negotiations competencies, value prop communication, and service level performance.
• Build relationships product development, marketing, and sales leaders in the implementation of strategic pricing methodology.
• Develop and manage a "value-based pricing playbook" for sales to command market premiums.

What We Are Looking For:

• Minimum bachelor's degree, or Master of Business Administration (MBA)
• Minimum of 10 years of direct price management experience combined with 5 years of functional commercial experience in the construction materials industry, either sales or marketing.
• A blend of managing both price book, fixed pricing and highly engineered, configured solutions pricing.
• Experience working for a pricing consultancy + experience in the industrial and manufacturing sector is preferred.
• Highly proficient with different BI platforms and price management SAAS products.

What OBE Offers You

• Benefits that benefit you - industry competitive benefits at the lowest cost to the employee
• Work-life balance - PTO and holidays, including floating holidays you can choose
• Compensation that rewards your hard work - A pay-for-performance culture with potential for annual raises and bonuses
• Training - We will equip you with the knowledge and skills you need to succeed

OBE is an Affirmative Action and Equal Opportunity Employer.
EOE/Vet/Disability--If you want to know more, please click on this link.
Oldcastle BuildingEnvelope is an E-Verify Employer.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)