Retirement Plan Sales Consultant
Boutique Wealth Management Firm
Indianapolis, Indiana
General Position Summary:
This individual will be responsible for sales and marketing of retirement plan services to a target market of potential customers. The company is seeking an experienced sales executive to drive the growth of the retirement plan business and coordinate new business activities with existing clients, building relationships with decision-makers at target companies.
Position Responsibilities:
Cultivate a targeted list of companies, executing a top-down sales approach targeting Presidents, CFOs, and HR Directors to convert prospects into clients.
Develop relationships with C-Level Executives.
Collaborate with colleagues in Planning, Investment and Administration of plans
Consulting with new clients on plan design and structure, poviding periodic ongoing consulting to clients.
Qualifications:
• Minimum five years demonstrated sales and service experience in the retirement plans field, or an equivalent combination of education and/or relevant experience.
• Requires excellent prospecting, presentation and selling skills with the ability to achieve quota.
• Strong communication skills required
• Ideal candidate displays maturity, competitiveness, business savvy and a good work ethic. Self-motivated with the ability to organize, prioritize and handle multiple projects simultaneously
Preferred Qualifications:
• Advanced knowledge of qualified retirement plans, including 401(k) plans, 403(b) plans, Money Purchase plans, Profit Sharing plans, Defined Benefit plans; knowledge of non-qualified deferred compensation plans, as experience with working with Third Party Administrators a plus; investments, Department of Labor regulations, ERISA, IRS codes pertaining to retirement plans, compliance issues, and legislative acts.
• Broader financial service professional experience is highly relevant, including: portfolio specialist/client portfolio management, client service, plan sponsor and/or portfolio management experience.
• NASD Licenses 7 & 63 preferred and industry credentials are a plus (e.g., ASPPA QKA, etc.)
• CFA and/or MBA strongly preferred.
Company Summary:
Established in Indianapolis twenty years ago, this boutique firm offers fee-only comprehensive financial planning and investment management services to its clients. The company does not sell products and, therefore, does not receive commissions. The company works with clients to accomplish their short-term and long-term goals in the areas of retirement planning, investment strategies, stock option analysis, education funding, income tax planning, insurance needs analysis, estate planning, charitable planning, divorce settlement issues, family needs planning, and other financial needs unique to our clients.
Investment Management Services were first offered in 1992 after clients requested additional help managing their investments. Client portfolios are held in custodial accounts with Portfolio Managers purchasing and selling investments in clients’ accounts based upon their personal investment strategy. A quarterly management fee is charged to clients’ accounts. Portfolio Managers establish an asset allocation strategy based on a client’s unique goals and objectives prior to investing the funds.
Unlike other money managers, the company’s financial planners establish client investment goals and objectives prior to the investing of funds. This holistic approach to wealth management translates into an extremely high client retention rate and an ability to quickly adjust clients’ investments to meet changes that may occur in their lives.
Wednesday, January 27, 2010
Thursday, January 21, 2010
Cardiovascular Clinical Representative - Indiana
Sells and promotes company products within a defined geographic territory by developing new accounts and expanding usage of company products by current accounts in an effort to meet a sales quota based on company sales goals and to directly increase sales revenue of the company.
ESSENTIAL DUTIES & RESPONSIBILITIES:
Sells products by scheduling sales calls to meet with current and potential customers to fulfill revenue and unit growth objectives assigned by company on a monthly/quarterly/annual basis.
Develops and implements sales strategies by determining the relevant factors (e.g., product, competition and pricing needs) of existing and potential accounts to effectively promote the company's products to appropriate hospital personnel and physicians.
Develops action plans (i.e., weekly, quarterly, monthly) by analyzing quarterly and monthly sales figures and reports identifying the needs of particular accounts and discussing issues with Regional Sales Manager to help the organization achieve its annual sales goals.
Determines the needs (e.g., product and pricing), goals, product usage, and types of cases handled by specific customers by meeting with and asking in-depth questions of physicians and other hospital personnel to learn which products can best address their specific needs.
Observes actual procedures in the cardiac catheterization or electro-physiology lab and operating room of hospital accounts to gain insight into the specific nuances of each physician and each member of the lab staff.
Establishes pricing packages by working with relevant personnel to establish price points that address specific customer's needs while satisfying company guidelines and policies.
Responds to customer needs and complaints regarding products and service by developing creative and feasible solutions or working with other related personnel (e.g. clinical research, pricing and/or marketing) to develop optimal solutions.
Develops relationships with hospital personnel (e.g. through casual conversation, meetings, participation in conferences) to make new contacts in other departments within hospital and to identify key purchasing decision makers in order to facilitate future sales.
Educates customers on the merits and proper clinical usage of company products by giving presentations and demonstrations using a wide variety of formats and platforms (e.g., slides, transparencies, manuals) to secure purchasing commitments, often with the help of incentive programs and services made available to the account being developed.
REQUIREMENTS:
Experience/Education
Bachelor's degree plus 6+ years of related work experience with a strong understanding of specified functional area, or an equivalent combination of education and work experience. Advanced degree preferred.
Technical/Business Knowledge (Job Skills)
Solid understanding and application of business concepts, procedures and practices. Will perform this job in a quality system environment. Failure to adequately perform tasks can result in noncompliance with governmental regulations.
Cognitive Skills
Works on problems of diverse scope where analysis of data requires evaluation of identifiable factors. Exercises judgment within generally defined practices and policies in selecting methods and techniques for obtaining solutions. Has a sound knowledge of a variety of alternatives and their impact on their business unit..
Influence/Leadership
Establishes and cultivates an extensive network of support to facilitate completion of assignments. Participates in the development of less experienced staff by setting an example, providing guidance, and offering counsel. May lead a project team. Participates in determining goals and objectives for projects. Influences middle management on technical or business solutions. May interact with vendors.
Planning/Organization
Plans and organizes non-routine tasks w/approval. Initiates or maintains work schedule. Establishes priorities of work assignments.
Decision Making/Impact
Exercises judgment in selecting innovative, practical methods to achieve problem resolution. Failure to obtain results or erroneous decisions or recommendations would typically result in serious delays and considerable expenditure of resources.
Supervision Received
Works under minimal supervision. Independently determines and develops approach to solutions. Work is reviewed upon completion for adequacy in meeting objectives.
Supervision Provided
May provide work direction and guidance to exempt and/or skilled nonexempt levels of employees; may be asked to evaluate performance of and assist in career development planning for subordinates.
COMPENSATION & BENEFITS:
Salary commensurate with experience, bonus, plus major medical and retirement benefits.
ESSENTIAL DUTIES & RESPONSIBILITIES:
Sells products by scheduling sales calls to meet with current and potential customers to fulfill revenue and unit growth objectives assigned by company on a monthly/quarterly/annual basis.
Develops and implements sales strategies by determining the relevant factors (e.g., product, competition and pricing needs) of existing and potential accounts to effectively promote the company's products to appropriate hospital personnel and physicians.
Develops action plans (i.e., weekly, quarterly, monthly) by analyzing quarterly and monthly sales figures and reports identifying the needs of particular accounts and discussing issues with Regional Sales Manager to help the organization achieve its annual sales goals.
Determines the needs (e.g., product and pricing), goals, product usage, and types of cases handled by specific customers by meeting with and asking in-depth questions of physicians and other hospital personnel to learn which products can best address their specific needs.
Observes actual procedures in the cardiac catheterization or electro-physiology lab and operating room of hospital accounts to gain insight into the specific nuances of each physician and each member of the lab staff.
Establishes pricing packages by working with relevant personnel to establish price points that address specific customer's needs while satisfying company guidelines and policies.
Responds to customer needs and complaints regarding products and service by developing creative and feasible solutions or working with other related personnel (e.g. clinical research, pricing and/or marketing) to develop optimal solutions.
Develops relationships with hospital personnel (e.g. through casual conversation, meetings, participation in conferences) to make new contacts in other departments within hospital and to identify key purchasing decision makers in order to facilitate future sales.
Educates customers on the merits and proper clinical usage of company products by giving presentations and demonstrations using a wide variety of formats and platforms (e.g., slides, transparencies, manuals) to secure purchasing commitments, often with the help of incentive programs and services made available to the account being developed.
REQUIREMENTS:
Experience/Education
Bachelor's degree plus 6+ years of related work experience with a strong understanding of specified functional area, or an equivalent combination of education and work experience. Advanced degree preferred.
Technical/Business Knowledge (Job Skills)
Solid understanding and application of business concepts, procedures and practices. Will perform this job in a quality system environment. Failure to adequately perform tasks can result in noncompliance with governmental regulations.
Cognitive Skills
Works on problems of diverse scope where analysis of data requires evaluation of identifiable factors. Exercises judgment within generally defined practices and policies in selecting methods and techniques for obtaining solutions. Has a sound knowledge of a variety of alternatives and their impact on their business unit..
Influence/Leadership
Establishes and cultivates an extensive network of support to facilitate completion of assignments. Participates in the development of less experienced staff by setting an example, providing guidance, and offering counsel. May lead a project team. Participates in determining goals and objectives for projects. Influences middle management on technical or business solutions. May interact with vendors.
Planning/Organization
Plans and organizes non-routine tasks w/approval. Initiates or maintains work schedule. Establishes priorities of work assignments.
Decision Making/Impact
Exercises judgment in selecting innovative, practical methods to achieve problem resolution. Failure to obtain results or erroneous decisions or recommendations would typically result in serious delays and considerable expenditure of resources.
Supervision Received
Works under minimal supervision. Independently determines and develops approach to solutions. Work is reviewed upon completion for adequacy in meeting objectives.
Supervision Provided
May provide work direction and guidance to exempt and/or skilled nonexempt levels of employees; may be asked to evaluate performance of and assist in career development planning for subordinates.
COMPENSATION & BENEFITS:
Salary commensurate with experience, bonus, plus major medical and retirement benefits.
Monday, January 11, 2010
Top Talent: Keeping Top Talent Engaged in Tight Times
Economist Sylvia Ann Hewitt, founder and President of the Center For Worklife Policy, has written a new book based upon a study she conducted for a major Wall Street firm which has implications for all organizations impacted by the recession:
Top Talent: Keeping Performance Up When Business Is Down
The CEO of the Wall Street firm was concerned that his leaders seemed demoralized and he sensed a flight risk. The unexpected outcome of Hewitt's study was that folks with other options did have one foot out the door and those who didn't leave were seriously underperforming. In assessing individuals loyalty, trust and level of engagement, she found that top talent during the recession feels neglected and betrayed - no one is paying attention to them.
Beyond just morale and psychological well being, the recession is taking a physical toll on people as well. High stress levels are leading to health problems. As Hewitt states, "Leaders cannot lead if they are so depleted that they cannot lead."
Her book focuses on how to re-engage them. Many times re-engagement can be simple with minimal or no cost. She offers several ideas in Harvard Business Publishing's video interview of her about her work: http://blip.tv/file/2689197?utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+harvardbusiness%2Fvideoideacast+%28Harvard+Business+Video+IdeaCast%29
Top Talent: Keeping Performance Up When Business Is Down
The CEO of the Wall Street firm was concerned that his leaders seemed demoralized and he sensed a flight risk. The unexpected outcome of Hewitt's study was that folks with other options did have one foot out the door and those who didn't leave were seriously underperforming. In assessing individuals loyalty, trust and level of engagement, she found that top talent during the recession feels neglected and betrayed - no one is paying attention to them.
Beyond just morale and psychological well being, the recession is taking a physical toll on people as well. High stress levels are leading to health problems. As Hewitt states, "Leaders cannot lead if they are so depleted that they cannot lead."
Her book focuses on how to re-engage them. Many times re-engagement can be simple with minimal or no cost. She offers several ideas in Harvard Business Publishing's video interview of her about her work: http://blip.tv/file/2689197?utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+harvardbusiness%2Fvideoideacast+%28Harvard+Business+Video+IdeaCast%29
Thursday, January 7, 2010
Electronic Banking Specialist - Indianapolis downtown
Electronic Banking Specialist position - Indianapolis
We are initiating a search for a long-time, locally headquartered, retained client who has created a new position for an additional Electronic Banking Specialist. The position requires basic knowledge of online banking processes and mandatory experience with consumer customer service / IT technical support with the public. The job description is below:
Please email a resume (srfero@csgsearch.com) if you have an interest in this position.
Career Solutions Group Inc. has been a retained Indianapolis search firm and Indianapolis executive recruiting firm since 1995, providing national corporate recruiting, exectutive search Indianapolis, corporate recruiting strategy, custom recruiting services, talent recruitment, talent acquisition strategy, talent selection, talent recruitment, talent strategy, custom recruiting solutions, multi-service recruiting firm, Indianapolis recruiter, and executive recruiting primarily to Indiana headquartered companieswith up to 500 employees.
Wednesday, January 6, 2010
19% of employers surveyed by Careerbuilder plan to hire permanent full-time in 2010
A survey by CareerBuilder published by Reuters indicates that 19% of employers surveyed will hire permanent, full-time employees this year.
NEW YORK (Reuters) - U.S. employers expect to hire more new workers in 2010 than they did in 2009, a sign the U.S. recession may be easing its grip, research showed on Tuesday.
This phrase towards the end of the article might signal the overall picture for job seekers though: Many employers -- 37 percent -- said they plan to take advantage of the large labor pool and replace low-performing employees in 2010.
This could mean that overall unemployment remains relatively high with companies restructuring and reducing staff across their organizations while creating some new positions. That would be consistent with the result of another survey published in the Indianapolis Business Journal that only 45% of employees report being satisfied with their jobs - the lowest level ever for the survey. 2010 will be a challenging year for HR.
NEW YORK (Reuters) - U.S. employers expect to hire more new workers in 2010 than they did in 2009, a sign the U.S. recession may be easing its grip, research showed on Tuesday.
This phrase towards the end of the article might signal the overall picture for job seekers though: Many employers -- 37 percent -- said they plan to take advantage of the large labor pool and replace low-performing employees in 2010.
This could mean that overall unemployment remains relatively high with companies restructuring and reducing staff across their organizations while creating some new positions. That would be consistent with the result of another survey published in the Indianapolis Business Journal that only 45% of employees report being satisfied with their jobs - the lowest level ever for the survey. 2010 will be a challenging year for HR.
Subscribe to:
Posts (Atom)
