Education Client Engagement Coordinator in Atlanta, GA at Franklin Covey Careers

Date Posted: 10/1/2021

Job Snapshot

Job Description


Title:  Education Client Engagement Coordinator

Reports to:  Director of Operations – Education

Location: Anywhere in the USA

Job Summary
The primary role of the Client Engagement Coordinator is to provide Client Partners and Education Success Partners with one primary partner who coordinates with client support and account management through the client lifecycle.  The CEC owns all the internal systems, process management, and provides exceptional customer service by being responsive to client needs, proactively communicating information and keeps the Client Partner’s and Education Success Partner’s business organized and moving forward. This role will become an expert on FranklinCovey’s Education solutions.  To learn more about our Education Solutions, please visit www.theleaderinme.org.

Essential Job Functions

  • Create a smooth customer experience from initial implementation through the full client lifecycle.
  • Create, manage, and process client orders for products/services and/or custom programs in network systems in a timely manner, ensuring extreme accuracy and attention to detail.
  • Coordinate accurate and timely delivery of materials including pre-work, promotional offerings, and workshops.
  • Understand Client Partner’s and Education Success Partner’s key metrics and managing Salesforce reports.
  • Stay current on, and ensure adherence of company policies, revenue recognition requirements, processes, and understanding how they impact decisions and sales. 
  • Manage all invoicing/credits and submit/monitor invoices to payment portals (where applicable).
  • Must develop proficiency with the Microsoft AX Dynamics ERP system, Event Manager, Salesforce.com, Microsoft Office Suite, and Enable Greatness. 

Job Requirements

 


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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