Business Development Partner in Columbus, OH at Franklin Covey Careers

Date Posted: 5/8/2021

Job Snapshot

Job Description

Title: Business Development Partner

Reports to: Managing Director

Location: Anywhere in the Northeast USA

Job Summary

The primary role of Business Development Partner (BDP) is to own the strategy and execution of driving qualified leads from their assigned list of accounts (LOA), while “owning” the FranklinCovey brand within the geographic area they support. The Business Development Partner is to keep the sales funnel full of qualified leads, helping the Client Partners they support be strategically focused on a narrowed prospecting strategy.

Essential Job Functions

  • Proactively conduct business development initiatives using LinkedIn and other tools to research target organizations and prospects, building brand awareness and qualified lead generation.
  • Strategically utilize corporate marketing events for inviting and educating key decision makers from target organizations.  
  • Schedule meetings with clients and Client Partner to move opportunities forward.
  • Create an on-going business development and brand awareness strategy for territory.
  • Daily execution of the business development strategy with key outcomes to generate new leads.
  • Own the database hygiene for assigned geographical markets, consistently updating information, removing data, and adding new data.

Job Requirements

This position requires a minimum 3-year track record of successful sales and sales support experience. Exceptional interpersonal skills along with excellent written and verbal communication skills are required. Previous experience working with corporate clients in a B2B environment strongly preferred. Knowledge of FranklinCovey programs and content a big plus.  A bachelor’s degree or equivalent experience is required.       


Company Information

Franklin Covey Co. (NYSE: FC) is a global, public company, specializing in organizational performance improvement. We help organizations achieve results that require lasting changes in human behavior. Our world-class solutions enable greatness in individuals, teams and organizations and are accessible through the FranklinCovey All Access Pass® available in multiple modalities and in 21 languages. Clients have included the Fortune 100, Fortune 500, thousands of small- and mid-sized businesses, numerous government entities, and educational institutions. FranklinCovey executes over 15,000 client engagements each year reaching into 160 countries and territories.  Our mission statement is “We enable greatness in people and organizations everywhere”.  We fulfill this mission by hiring “Achievers with Heart”.

Visit our website at www.franklincovey.com for more information regarding our organization.


FranklinCovey is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law.

Please 
click here for additional information regarding our Equal Employment Opportunity policies.

Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job by emailing us at accommodations@franklincovey.com. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

Pay Transparency Nondiscrimination Provision

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.

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