Executive Vice President, Growth

Position Summary

The Executive Vice President, Growth serves as the enterprise-wide leader for all Growth activities across Bodwé’s operating companies, markets, and service lines. This role oversees the full growth lifecycle — strategy, client development, pipeline, capture, proposals, and the seamless transition of awarded work into operations.

As one of Bodwé’s three core functions alongside Delivery and Enterprise, Growth becomes a centralized, professionally led capability under this position. The EVP, Growth builds a disciplined, scalable organization that reduces dependence on individual relationships, establishes a unified “One Bodwé” go‑to‑market approach, and advances Bodwé’s long-term strategy and the interests of the Pokagon Band.

Essential Duties and Responsibilities

The following inexhaustive list of duties represents a sample of work routinely performed by this role:

Enterprise Growth Leadership

• Own the enterprise growth strategy across all Bodwé companies, markets, and service lines; serve on the Executive Leadership Team and advise the COO on direction, investment, and risk.
• Champion and sustain a “One Bodwé” approach that connects capabilities and companies so clients experience one unified enterprise.
• Advance Bodwé’s long-term strategy and the interests of the Pokagon Band in all market decisions, teaming selections, and client commitments.

Strategy, Markets, and Client Development

• Guide development of market and client plans; coach market leaders through the planning cycle and ensure rigorous follow‑through.
• Lead enterprise client development, including key accounts, agency relationships, tribal partners, primes, and teaming partners.
• Direct diversification strategies across clients, markets, and contract vehicles to reduce concentration risk.
• Coordinate enterprise-wide strategic partnerships.

Pipeline, Capture, and Vehicle Conversion

• Maintain a qualified, accurate pipeline directly tied to budgets, staffing plans, and operational capacity — not aspirational activity.
• Own bid/no‑bid governance and manage a standardized, stage‑gated capture process across all companies and markets.
• Drive conversion of IDIQs, MATOCs, GSA schedules, and other contract vehicles into funded task orders, treating utilization as a managed metric.
• Personally lead the most critical enterprise pursuits, including sole-source 8(a), tribal, and joint venture opportunities.

Proposals and Marketing

• Lead the proposal function, ensuring capacity, compliance, quality, and timely submission across A/E and non‑A/E pursuits.
• Build a durable proposal infrastructure, including past performance, resumes, project data, SF 330 content, pricing coordination with Finance, and consistent win/loss reviews.
• Direct marketing, branding, and external communications for the enterprise — focused on measurable pipeline and capture outcomes.

Transition to Operations and Accountability

• Ensure a complete, disciplined handoff of awarded work to Delivery — scope, price, staffing assumptions, and client expectations.
• Establish clear decision rights across Growth, market leaders, operating company leaders, and Delivery; resolve operational overlaps proactively.
• Build, coach, and hold accountable the Growth team, including developing succession depth across markets.
• Own the Growth budget and demonstrate return on growth investment.

Required Education, Experience, and Technical Skills

• Bachelor’s degree in engineering, architecture, construction, business, marketing, or a related field; advanced degree preferred.
• Minimum of 15 years of progressive growth, business development, and capture leadership in professional services (A/E, engineering, environmental, construction, federal services).
• Minimum of 7 years leading a multi‑disciplinary growth team (BD, capture, proposals, marketing) with director‑level direct reports.
• Demonstrated ownership of enterprise-level growth targets at comparable or greater scale, with measurable improvement in capture rate and forecast accuracy.
• Deep fluency in federal contracting: FAR-based procurement, SF 330, qualifications-based selection, best‑value trade‑off, and IDIQ/MATOC task order competition.
• Strong command of tribal and 8(a) strategies: set‑aside and sole‑source authority, SDB and HUBZone positioning, mentor‑protégé, joint ventures, workshare, and affiliation rules.
• Proven track record implementing pipeline discipline, CRM adoption, and data governance.
• Executive presence with agency leaders, boards, owners, and tribal leadership.
• Ability to travel 40–50%; ability to obtain and maintain U.S. Government suitability and work with CUI in a CMMC-controlled environment.
• Must have or be able to obtain and maintain a Real ID or Passport in order to undergo commercial airfare travel
• Must have or be able to obtain and maintain a valid driver's license

Preferred Education, Experience, and Technical Skills

• Experience in a tribally owned or Alaska Native Corporation enterprise or multi‑entity shared‑services environment.
• Established relationships across federal civilian, DoD, IHS, VA, civil works agencies, or Midwest municipal and transportation clients.
• APMP certification (CP/CPP) and Shipley or equivalent capture training.
• Experience with Deltek Costpoint or similar ERP/CRM systems and data-driven pipeline reporting.
• Experience integrating a Growth function through acquisition.

Working Environment

• This position operates in a professional office setting.
• The role routinely uses standard office equipment such as computers, phones, printers, and photocopiers.
• The work environment is generally quiet and free from exposure to loud noise, hazardous materials, or heavy machinery.
• Employees are typically seated for extended periods and may occasionally move about the office to attend meetings or access equipment and supplies.

Physical Demands

• Sitting/Standing: This role is generally sedentary, performing sitting work utilizing technological office equipment, including a laptop, mouse, keyboard, computer monitors, telephones, scanners, and copiers.
• Walking: This role requires the ability to move about inside the office to access the required technological equipment.
• Stooping/Kneeling/Crouching/Crawling: This role may require stooping to reload printer trays with print paper, moving equipment, and managing cords.
• Using Hands/Fingers: This role constantly operates technological office equipment such as laptops, mice, keyboards, computer monitors, telephones, scanners, and copiers.
• Talking/Hearing: This role requires constant communication with others in the organization to exchange information, review information, and make decisions about information.
• Seeing: T his role requires seeing, viewing, and distinguishing all aspects of internal and external communications.
• Carrying/Lifting: This role requires lifting up to 20lbs to transport technological office equipment to and from various workspaces.

Home Office Connectivity Requirements for Hybrid & Remote Positions

To ensure reliable collaboration, client service, and secure access to company systems, the Company requires minimum connectivity standards to be eligible or remain eligible to work in a hybrid or remote capacity. Employees working remotely must maintain broadband internet service capable of consistently supporting video conferencing, VPN connectivity, and cloud-based applications. Hybrid or remote work eligibility may be reassessed if connectivity standards are not met. This includes:

• Wired broadband service (cable, fiber, or DSL) with at least minimum 100 Mbps download / 20 Mbps upload
• Some positions may require minimum 200-300 Mbps download / 25-35 Mbps upload speed

• Cellular hotspot or fixed wireless cellular services (e.g., T-Mobile Home Internet) may not be used as a primary connection.
• The Company will comply with all local, state, and federal requirements as it relates to the reimbursement of home internet expenses.
• Eligibility for reimbursement of home internet expenses is defined in a separate policy.

Branch: BPSG

Entity

Enterprise-wide: all Bodwé operating companies, markets and service lines:

• FLSA Status: Exempt
• Hours Per Week: 40
• Overnight Travel: 40–50%
• Work Arrangement: Remote with travel to Kalamazoo, MI
• Reports To: Chief Operating Officer

Manages Others

Proposal leadership; capture leadership; marketing leadership; market leaders

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