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Senior Manager, Tender / Quotation Management

• 3.9 Mount Juliet, TN Full-time Apply on company site The Sr Manager of Back Office Equipment Tendering is the operational people leader for Equipment tender execution across North America. The role builds, inspires, and leads Back Office Equipment Tender Team responsible for delivering complete, accurate, and execution-ready Equipment tender packages. The leader ensures the organization has the right capacity, talent, knowledge mix, coaching, priorities, and support to perform. The team must include and effectively apply product-specific knowledge, engineering application knowledge, and plant capability and process knowledge. The leader is not expected to be the deepest expert in every product or plant; the accountability is to build, deploy, and develop a team with the expertise required for the work. Working closely with Front Office leaders and Back Office Plant leaders, the role ensures technical, cost, feasibility, capacity, lead-time, and execution risks are surfaced early and clearly. The Sr Manager provides a clear Equipment recommendation and business-impact assessment so Front Office leaders can make better-informed project-selectivity decisions.

Core accountability:

Build and lead the people, capacity, capability, and execution discipline required to deliver complete, accurate, risk-informed, and execution-ready Equipment tender packages. Ensure the team follows the approved process, applies the right expertise, obtains required validations, surfaces risks early, and delivers quality outcomes.

Primary mission:

Build and lead an engaged, high-performing Back Office Equipment Tendering organization. Develop a strong talent pipeline with clear expectations, qualification, career development, and succession readiness. Drive consistent adoption of the approved tendering process, standards, controls, and ways of working. Ensure reliable delivery of complete, accurate, technically sound, cost-confident, and execution-ready Equipment tender packages. Match tender demand with the right capacity and mix of product, engineering application, and plant knowledge. Surface risks early and clearly so Front Office leaders can make better-informed project-selectivity decisions. Detailed role responsibilities 1. Build, inspire, and lead the organization Set a clear purpose, direction, priorities, and expectations for the Back Office Equipment Tendering team. Lead Back Office Equipment Tender Managers and Product Tender Engineers with visible, consistent, and inclusive leadership. Create a high-trust culture where people challenge constructively, share expertise, learn continuously, and take pride in commitment quality. Establish clear individual accountability, service expectations, objectives, and performance standards. Recognize strong contribution, address capability or performance gaps promptly, and remove day-to-day barriers to success. Monitor and strengthen employee engagement, workload sustainability, retention, critical-skill coverage, and leadership effectiveness, taking timely action when organizational health or performance is at risk. Build an inclusive environment where employees receive clear feedback, recognition, development opportunities, and the support needed to succeed. 2. Build talent, capability, and succession Translate business demand into workforce, hiring, onboarding, qualification, development, and succession needs. Build and maintain a team with the required foundation of product-specific, engineering application, and plant capability and process knowledge, then strengthen tendering judgment, knowledge sharing, cross-training, and qualification over time. Create differentiated development plans, cross-training, mentoring, stretch assignments, and career paths for leaders and specialists. Prepare talent for broader responsibility while maintaining sufficient capability coverage for current tender demand. Coach leaders and specialists through regular feedback, development conversations, and performance reviews. Maintain visible succession coverage and reduce dependency on a small number of experts or local workarounds. 3. Plan capacity, priorities, and work assignment Translate the tender pipeline into capacity, proficiency, and workforce requirements. Prioritize and assign work based on complexity, risk, value, product breadth, plant breadth, schedule, strategic importance, and required expertise. Match each tender with people who bring the appropriate product, engineering application, and plant capability and process knowledge. Balance workload across the team and make capacity constraints and business consequences visible early. Ensure clear ownership for each Equipment tender deliverable and timely escalation when demand exceeds available capacity or capability. Establish clear operating authority within the team based on tender complexity, employee proficiency, risk, and required approvals, with timely escalation when decisions exceed delegated authority. 4. Drive process adoption and execution discipline Champion consistent use of the approved tendering process, standards, controls, templates, and ways of working. Coach the team on expected behaviors and reinforce adoption through daily leadership and performance accountability. Monitor adherence, address workarounds and recurring execution gaps, and escalate process or tool issues to the appropriate owner. Use available performance information to guide coaching, workload decisions, corrective action, and sustained execution improvement. Implement and sustain improvement actions within the team's control, and provide evidence-based feedback on broader process, policy, data, or tool improvements. 5. Ensure quality Equipment tender deliverables Set high expectations for complete, accurate, and on-time Equipment tender packages. Ensure deliverables clearly document scope, cost, lead time, feasibility, assumptions, exclusions, risks, decisions, and execution handoff requirements. Ensure product and plant inputs are integrated into a coherent Equipment tender response rather than disconnected contributions. Require the team to challenge incomplete requirements, unsupported assumptions, or commitments that are not ready for release. Ensure unresolved items are visible, assigned, and escalated before commercial commitment. Reinforce quality at the source to reduce clarification cycles, revisions, rework, and quotation-driven margin erosion. 6. Strengthen cost confidence and execution readiness Ensure the team applies approved costing methods and obtains the required Engineering, Procurement, Finance, Methods, and plant input. Require traceable assumptions and evidence for product configuration, engineering effort, labor, purchased content, plant inputs, logistics, lead time, and custom requirements. Ensure the team obtains documented validation of technical feasibility, manufacturability, plant capability, capacity, schedule assumptions, and deviations from the accountable experts. Make uncertainty and residual exposure visible before the Equipment commitment is released. Ensure post-award handoff packages contain the information execution teams need to deliver what was committed. 7. Collaborate to enable project selectivity Work closely with Front Office leaders and Back Office Plant leaders to ensure risks and constraints are surfaced early and clearly. Provide clear visibility to technical, cost, feasibility, capacity, lead-time, and execution risks and their potential business impact. Ensure the right Equipment experts support clarification, risk assessment, and decision discussions. Provide a clear Equipment recommendation and business-impact assessment so Front Office leaders can evaluate opportunity attractiveness and make informed project-selectivity decisions. Assess and communicate the Equipment impact of requirement changes, negotiated scope changes, and revised assumptions. 8. Lead operational performance Review delivery, quality, workload, capacity, capability, and process-adoption performance with the team. Take timely corrective action on missed commitments, quality defects, bottlenecks, or capability gaps. Use root-cause problem solving to reduce recurring execution issues and strengthen team performance. Escalate systemic process, policy, data, or tool barriers with clear evidence and business impact. Create transparency on operational performance, improve execution within the team's control, and provide evidence-based feedback to the accountable process, policy, data, and tool owners. Decision Rights and Accountability The Sr Manager owns operational readiness and execution discipline for the team's Equipment tender deliverables. The role does not replace the technical, plant, financial, legal, commercial, or Front Office authorities required to approve or release commitments.

Accountable For:

Team organization, leadership expectations, objectives, priorities, and people-management cadence. Workforce planning, hiring recommendations, onboarding, coaching, performance management, development, retention, and succession. Capacity planning, internal work assignment, workload balancing, and operational escalation. Team adoption of approved tendering processes, standards, controls, and ways of working. Quality, completeness, timeliness, and execution readiness of the team's Equipment tender deliverables. Operational corrective actions within delegated authority and escalation of unresolved risks or barriers. Ensuring the team obtains documented technical, cost, plant, financial, and functional validation and approvals from the accountable authorities before the Equipment package is submitted. Determining whether the team's Equipment tender package is internally ready for submission, subject to required technical, plant, financial, legal, and commercial approvals.

Provides input and recommendations on:

Process gaps, recurring defects, control effectiveness, and improvement priorities based on execution experience. Capacity, capability, workforce, qualification, and investment needs. Process or tool issues that prevent effective adoption or execution. Project-selectivity decisions through a clear Equipment recommendation, transparent risk and constraint visibility, and assessment of potential business impact.

Does not independently approve:

Final customer price, margin, commercial concessions, commercial strategy, or release of the complete customer offer. Contractual commitments, legal deviations, or risk acceptance outside delegated authority. Plant capital, plant staffing, production priorities, or plant commitments outside delegated authority. Technical-authority exceptions outside delegated authority. Enterprise process standards, controls, or digital-product roadmaps.

Key working relationships:

Front Office leaders, Tender Managers, Lead Quotation Specialists, Opportunity Leaders, and Sales leaders. Back Office Plant leaders, Plant Project Management, Engineering, Manufacturing, Supply Chain Planning, Methods, Procurement, Quality, and Plant Controlling. Back Office Equipment Tender Managers and Product Tender Engineers. Solution, System, and Tender Architects for opportunities requiring integrated technical input. Finance, Controlling, Pricing, Legal, and commercial-risk teams as required. Process, transformation, data, and digital teams to support adoption and resolve systemic barriers. Qualifications Leadership, experience, and knowledge A strong record of inspiring teams, coaching leaders and specialists, developing talent, managing performance, and building a culture of accountability. Demonstrated experience with workforce planning, recruiting, onboarding, qualification, career development, cross-training, retention, and succession planning. Relevant experience in Equipment tendering, quotation management, estimating, application or project engineering, technical sales support, product engineering, or Engineered-to-Order operations. The technical and operational judgment to recognize the product-specific, engineering application, and plant capability and process knowledge required for each tender and deploy the right expertise. Working knowledge of customer requirements, product configuration, manufacturability, cost estimation, lead time, tender risk, and execution handoff. The judgment to balance capacity and priorities, challenge incomplete deliverables, make sound operational decisions, and escalate issues at the right time. The ability to lead change through people, reinforce process adoption, and sustain new ways of working. The ability to collaborate with Front Office and Back Office Plant leaders, communicate risk clearly, and support better-informed project selectivity. Clear executive communication, decision framing, constructive challenge, and influence across organizational boundaries. Bachelor's degree in Engineering, Business, Operations, Supply Chain, Finance, Project Management, or a related field, or equivalent relevant experience. Leadership competencies Inspiring people leadership and talent development. Employee engagement, inclusion, and culture building. Coaching, accountability, and performance management. Workforce, capacity, and priority management. Technical and operational judgment without needing to be the deepest subject-matter expert. Decision clarity, risk awareness, and constructive challenge. Cross-functional collaboration and stakeholder influence. Change leadership, process adoption, and disciplined execution. Customer, commercial, and execution orientation. (External)

English Qualifications:

What's in it for me? Lead a high-impact function where your decisions directly influence business success Work on diverse, complex opportunities that challenge and develop your expertise Collaborate with cross-functional teams in a dynamic, growth-focused environment Join an organization that values innovation, continuous improvement, and career development Bring your tendering expertise to a team that's ready to win together — apply today! Local Benefits (English): At Schneider, we believe that every employee is a talent who deserves equal opportunities. This means you matter. Every individual needs to feel valued, supported, and treated fairly to do their best work. Our Total Rewards is our way of saying: "We see you. We value you". It's more than just pay and benefits- it's a meaningful investment in you. It is designed for you to perform, grow, feel safe, and elevate your potential to shine as an impact maker. For this U.S. based position, the expected pay range is

USD 168,800 - USD 253,200

per year. This pay range includes base pay and short-term incentives. The compensation range for this full-time position applies to candidates located within the United States. Our pay ranges are determined by reviewing roles of similar responsibility and level. Within the pay range, individual pay is determined by several factors including performance, knowledge, job-related skills, experience, and relevant education or training. Schneider Electric is there when it matters most to you Our Total Rewards package outlines all the benefits and support you'll enjoy as part of the Schneider Electric team: Care for Yourself and Your Family. We ensure you feel secure with benefits that help you and your family thrive: medical (with member reward points), dental, vision, and basic life insurance, Benefit Bucks (credits to apply towards your benefits), flexible work arrangements, paid family leaves, well-being programs, 12 holidays per year, 20 days of paid time off per year (pro-rated in the first year of employment based on start date). Invest and Plan Your Future. We help you plan and invest for the future with competitive pay and programs: your base salary, short-term incentives or sales incentives, opportunities to own company shares (eligibility depends on start date), and 401(k) + match. Grow Your Skills and Career. We commit to helping you grow with ongoing performance and development conversations, Senior Talent Program, global career opportunities, access to our Schneider Career Hub for new positions, projects, and mentors, and learning platforms like Coursera to equip you with the skills for today and tomorrow. Team Up in the Workplace. We encourage teaming up through project opportunities on the Schneider Career Hub, smart ways to collaborate, celebrating contributions via a recognition program (including service anniversary), sharing your voice in our engagement survey, and fostering an inclusive, caring workplace. Support Your Community. We make a difference in your community with volunteer leave, programs through the Schneider Electric Foundation, initiatives that support youth education, and military leave benefits. If you believe this job posting is not compliant with applicable state pay transparency laws in the U.S., please notify the Company as soon as possible upon discovery by completing this form Job Posting Compliance Form . (External)

English Company Boiler Plate:

Looking to make an IMPACT with your career? When you are thinking about joining a new team, culture matters. At Schneider Electric, our values and behaviors are the foundation for creating a great culture to support business success. We believe that our IMPACT values - Inclusion, Mastery, Purpose, Action, Curiosity, Teamwork - starts with us. IMPACT is also your invitation to join Schneider Electric where you can contribute to turning sustainability ambition into actions, no matter what role you play. It is a call to connect your career with the ambition of achieving a more resilient, efficient, and sustainable world. We are looking for IMPACT Makers; exceptional people who turn sustainability ambitions into actions at the intersection of automation, electrification, and digitization. We celebrate IMPACT Makers and believe everyone has the potential to be one. Become an IMPACT Maker with Schneider Electric - apply today! €40 billion global revenue +9% organic growth 150 000+ employees in 100+ countries You must submit an online application to be considered for any position with us. This position will be posted until filled. Schneider Electric aspires to be the most inclusive and caring company in the world, by providing equitable opportunities to everyone, everywhere, and ensuring all employees feel uniquely valued and safe to contribute their best. We mirror the diversity of the communities in which we operate, and 'inclusion' is one of our core values. We believe our differences make us stronger as a company and as individuals and we are committed to championing inclusivity in everything we do. At Schneider Electric, we uphold the highest standards of ethics and compliance, and we believe that trust is a foundational value. Our Trust Charter is our Code of Conduct and demonstrates our commitment to ethics, safety, sustainability, quality and cybersecurity, underpinning every aspect of our business and our willingness to behave and respond respectfully and in good faith to all our stakeholders. You can find out more about our Trust Charter here Schneider Electric is an Equal Opportunity Employer. It is our policy to provide equal employment and advancement opportunities in the areas of recruiting, hiring, training, transferring, and promoting all qualified individuals regardless of race, religion, color, gender, disability, national origin, ancestry, age, military status, sexual orientation, marital status, or any other legally protected characteristic or conduct.