Brand Industrial Services
Director, Pricing - USA - NJ -Carlstadt Carlstadt, NJ Posted yesterday
Brand Industrial Services, Carlstadt, New Jersey, us, 07072
DIRECTOR, REGIONAL PRICING
At BrandSafway, we know our employees are our greatest asset, which is why we give them the tools, training, and resources to be successful. Come join our growing team! Role Purpose
Own price realization and margin expansion across the Northeast region by driving disciplined pricing, estimating consistency, and commercial decision-making. This role translates enterprise pricing strategy into field execution—recovering inflation, reducing variability, and ensuring growth is accretive. This is a commercial operator with pricing authority, not a back-office analyst. Key Accountabilities
Deliver regional YoY net price improvement and margin expansion vs targets.
Identify and stop price leakage by branch, customer cohort, job size, and offering.
Ensure growth is accretive: price is not traded away to “buy volume.”
Deal Estimate Governance
Lead regional price reviews (transactional, LP/MP renewals, high-risk/off-floor deals).
Enforce pricing guardrails and escalation/approval thresholds.
Partner with estimating to reduce estimator-to-estimator variation and anchor productivity assumptions to achievable performance.
Tools & Process Discipline
Drive revenue coverage through approved tools/workflows (where applicable), not cosmetic“ adoption.”
Makeoff-tool/off-process pricing visible, rare, and accountable.
Customer & Market Pricing Strategy
Translate market conditions into pricing actions by geography, vertical, and job size.
Equip sales leaders with practical negotiation moves: price above inflation, pricing for risk/lead time, and terms as levers (payment, scope clarity, audit rights, etc.).
Leadership & Change Management
Be the pricing authority in the region.
Challenge entrenched habitswith facts; coach teams on “how we make a buck”: know costs, price to market/risk, execute and recover.
Create constructive tension where pricing discipline is weak.
Success Metrics (KPIs)
YoY Net Price (regional) and Net Price vs AOP
SGP/HR (where relevant), LGP (SafQuote / quoting outputs)
% revenue priced within guardrails (floor/target/exception rates)
Price realization: quoted vs executed (leakage drivers identified and corrected)
Estimating variance reduction (spread compression across estimators/branches)
% of revenue reviewed on cadence; # of exceptions approved and closed-looped
LP/MP renewal uplift and compliance to increase plan
Candidate Profile (What “Good” Looks Like)
12+ years in commercial/ops/estimating/pricing leadership in industrial/commercial services.
Operator first, analyst second; credible with branch managers and SVPs.
Comfortable challenging 20–30 year veterans using data + customer logic.
Strong grasp of job economics, operating leverage, risk, and deal structure.
Clear, direct communicator; can run tough price reviews without drama.
REGION-SPECIFIC MANDATE (WHAT THIS ROLE MUST DELIVER)
Mandate (12 months)
Stabilize and expand margin by tightening price execution, reducing quoting/estimating variance, and eliminating “small job discounting.”
Build a repeatable cadence that Ops/Sales can run without heroics or consultant dependence.
Create a “one version of truth” view for leaders: where we’re getting price, where we’re not, and what we’re doing next.
Non-Negotiables
Price above inflation is mandatory on new work and renewals unless explicitly escalated and approved.
Small jobs priced at a premium; large jobs can be a1,395 aggressive only with a documented rationale and approval.
Standard estimating assumptions and sourcing running rules—variance must compress over time.
Exceptions require documentation, owner, and closed-loop learning (no “one-off” excuses).
Pressure Points– What will break pricing if not managed
Market fragmentation and heavy competition in select metros
Bid density and “race to the bottom” behavior is common; the role must enforce floors and protect margin where we have differentiation.
Long lead-time quoting and inflation drift In markets with long lead times between opportunity discovery and project start, pricing must include escalation language, refresh points, and disciplined re-pricing—otherwise inflation dilutes margin before work begins.
Talentand labor constraints / wage pressure
Labor availability and wage escalation can move faster than national averages; pricing must reflect local reality (and avoid “pricing last year’s labor”). Estimating variability and inconsistent productivity assumptions
Different estimators/branches producing materially different bids for the same scope creates self-inflicted margin erosion and win-rate noise. The role must drive standardization and variation reduction.
Legacy behaviors and “I know my customer” resistance
The Northeast will have experienced leaders who default to instincts. The role must confront false beliefs with facts (win-rate, price realization, margin outcomes) and enforce governance without turning it into a culture war. Mix and operating leverage differences by branch size
What “volume growth” means is different in a $4M branch vs a $40M+ branch. The pricing leader must frame accretive vs dilutive growth clearly and tie pricing actions to overhead leverage realities. Contract terms and scope risk not priced consistently
Risk is often absorbed silently (terms, change orders, duration creep). The role must push “price the risk or change the terms,” and ensure we recover known leakage (training, orientation, consumables, change orders, duration). FIRST 90 DAYS (WHAT WE EXPECT QUICKLY)
Baseline performance: price vs inflation, guardrail compliance, quote-to-execute leakage, estimator variance.
Identify top 5 leakage drivers + top 5 branches/customers by opportunity.
Stand up a weekly/bi-weekly regional price review cadence with a clean dashboard.
Deliver 2–3 visible pricing wins (transactional + LP/MP renewal examples) and codify the playbook.
BrandSafway offers a competitive benefits package that includes medical, dental, vision, life and disability insurance along with a generous 401k plan. About Us:
BrandSafway is a leading global provider of access, specialized services, and forming and shoring solutions to the industrial, commercial and infrastructure markets. Through a network of ~340 strategic locations across 25 countries and ~40,000 employees, BrandSafway delivers a full range of industrial service solutions. BrandSafway supports maintenance and refurbishment projects as well as new construction and expansion plans with unmatched service from expert local labor and management. Today’s BrandSafway is At Work For You® — leveraging innovation and economies of scale to increase safety and productivity, while remaining nimble and responsive. BrandSafway, including its subsidiaries, is an equal opportunity employer and does not discriminate on the basis of race, creed, color, national origin, religion, gender, marital status, sexual orientation, age, disability, special disabled or veteran status. Notice to all potential job candidates:
Please be advised that BrandSafway will never require or ask for any fee from you in exchange for being considered, hired, promoted, transferred or having ongoing employment with us. It is a violation of our Code of Conduct if any employee requests any money or fee from you in exchange for tentatively special treatment or consideration. If anyone, regardless of whether an existing employee, or anyone else, requests payment of any fee in exchange for being hired into our company, you may confidentially contact our HR Compliance department at hrcompliance@brandsafway.com and provide the name of the individual and any other documentation or proof of such an act. $158000-$237000/year #J-18808-Ljbffr
At BrandSafway, we know our employees are our greatest asset, which is why we give them the tools, training, and resources to be successful. Come join our growing team! Role Purpose
Own price realization and margin expansion across the Northeast region by driving disciplined pricing, estimating consistency, and commercial decision-making. This role translates enterprise pricing strategy into field execution—recovering inflation, reducing variability, and ensuring growth is accretive. This is a commercial operator with pricing authority, not a back-office analyst. Key Accountabilities
Deliver regional YoY net price improvement and margin expansion vs targets.
Identify and stop price leakage by branch, customer cohort, job size, and offering.
Ensure growth is accretive: price is not traded away to “buy volume.”
Deal Estimate Governance
Lead regional price reviews (transactional, LP/MP renewals, high-risk/off-floor deals).
Enforce pricing guardrails and escalation/approval thresholds.
Partner with estimating to reduce estimator-to-estimator variation and anchor productivity assumptions to achievable performance.
Tools & Process Discipline
Drive revenue coverage through approved tools/workflows (where applicable), not cosmetic“ adoption.”
Makeoff-tool/off-process pricing visible, rare, and accountable.
Customer & Market Pricing Strategy
Translate market conditions into pricing actions by geography, vertical, and job size.
Equip sales leaders with practical negotiation moves: price above inflation, pricing for risk/lead time, and terms as levers (payment, scope clarity, audit rights, etc.).
Leadership & Change Management
Be the pricing authority in the region.
Challenge entrenched habitswith facts; coach teams on “how we make a buck”: know costs, price to market/risk, execute and recover.
Create constructive tension where pricing discipline is weak.
Success Metrics (KPIs)
YoY Net Price (regional) and Net Price vs AOP
SGP/HR (where relevant), LGP (SafQuote / quoting outputs)
% revenue priced within guardrails (floor/target/exception rates)
Price realization: quoted vs executed (leakage drivers identified and corrected)
Estimating variance reduction (spread compression across estimators/branches)
% of revenue reviewed on cadence; # of exceptions approved and closed-looped
LP/MP renewal uplift and compliance to increase plan
Candidate Profile (What “Good” Looks Like)
12+ years in commercial/ops/estimating/pricing leadership in industrial/commercial services.
Operator first, analyst second; credible with branch managers and SVPs.
Comfortable challenging 20–30 year veterans using data + customer logic.
Strong grasp of job economics, operating leverage, risk, and deal structure.
Clear, direct communicator; can run tough price reviews without drama.
REGION-SPECIFIC MANDATE (WHAT THIS ROLE MUST DELIVER)
Mandate (12 months)
Stabilize and expand margin by tightening price execution, reducing quoting/estimating variance, and eliminating “small job discounting.”
Build a repeatable cadence that Ops/Sales can run without heroics or consultant dependence.
Create a “one version of truth” view for leaders: where we’re getting price, where we’re not, and what we’re doing next.
Non-Negotiables
Price above inflation is mandatory on new work and renewals unless explicitly escalated and approved.
Small jobs priced at a premium; large jobs can be a1,395 aggressive only with a documented rationale and approval.
Standard estimating assumptions and sourcing running rules—variance must compress over time.
Exceptions require documentation, owner, and closed-loop learning (no “one-off” excuses).
Pressure Points– What will break pricing if not managed
Market fragmentation and heavy competition in select metros
Bid density and “race to the bottom” behavior is common; the role must enforce floors and protect margin where we have differentiation.
Long lead-time quoting and inflation drift In markets with long lead times between opportunity discovery and project start, pricing must include escalation language, refresh points, and disciplined re-pricing—otherwise inflation dilutes margin before work begins.
Talentand labor constraints / wage pressure
Labor availability and wage escalation can move faster than national averages; pricing must reflect local reality (and avoid “pricing last year’s labor”). Estimating variability and inconsistent productivity assumptions
Different estimators/branches producing materially different bids for the same scope creates self-inflicted margin erosion and win-rate noise. The role must drive standardization and variation reduction.
Legacy behaviors and “I know my customer” resistance
The Northeast will have experienced leaders who default to instincts. The role must confront false beliefs with facts (win-rate, price realization, margin outcomes) and enforce governance without turning it into a culture war. Mix and operating leverage differences by branch size
What “volume growth” means is different in a $4M branch vs a $40M+ branch. The pricing leader must frame accretive vs dilutive growth clearly and tie pricing actions to overhead leverage realities. Contract terms and scope risk not priced consistently
Risk is often absorbed silently (terms, change orders, duration creep). The role must push “price the risk or change the terms,” and ensure we recover known leakage (training, orientation, consumables, change orders, duration). FIRST 90 DAYS (WHAT WE EXPECT QUICKLY)
Baseline performance: price vs inflation, guardrail compliance, quote-to-execute leakage, estimator variance.
Identify top 5 leakage drivers + top 5 branches/customers by opportunity.
Stand up a weekly/bi-weekly regional price review cadence with a clean dashboard.
Deliver 2–3 visible pricing wins (transactional + LP/MP renewal examples) and codify the playbook.
BrandSafway offers a competitive benefits package that includes medical, dental, vision, life and disability insurance along with a generous 401k plan. About Us:
BrandSafway is a leading global provider of access, specialized services, and forming and shoring solutions to the industrial, commercial and infrastructure markets. Through a network of ~340 strategic locations across 25 countries and ~40,000 employees, BrandSafway delivers a full range of industrial service solutions. BrandSafway supports maintenance and refurbishment projects as well as new construction and expansion plans with unmatched service from expert local labor and management. Today’s BrandSafway is At Work For You® — leveraging innovation and economies of scale to increase safety and productivity, while remaining nimble and responsive. BrandSafway, including its subsidiaries, is an equal opportunity employer and does not discriminate on the basis of race, creed, color, national origin, religion, gender, marital status, sexual orientation, age, disability, special disabled or veteran status. Notice to all potential job candidates:
Please be advised that BrandSafway will never require or ask for any fee from you in exchange for being considered, hired, promoted, transferred or having ongoing employment with us. It is a violation of our Code of Conduct if any employee requests any money or fee from you in exchange for tentatively special treatment or consideration. If anyone, regardless of whether an existing employee, or anyone else, requests payment of any fee in exchange for being hired into our company, you may confidentially contact our HR Compliance department at hrcompliance@brandsafway.com and provide the name of the individual and any other documentation or proof of such an act. $158000-$237000/year #J-18808-Ljbffr