Director

• Owns the Area pricing plans completely, including core price and yield goals
• Develops Price Management as a strategic capability by maintaining focus
• Collaborates with Area Sales Director, Public Sector Manager, M&I Director and Area Vice President
• Works closely with the Corporate Price Management team to develop pricing strategies
• Counsels other Area directors and managers as to execution of pricing programs
• Directs and coordinates the implementation of emerging pricing tools
• Mentors pricing analyst talent
• Leads profitability improvement efforts including customer profitability and route efficiency
• Monitors and deciphers market conditions, pricing trends, and effectiveness of pricing actions
• Manages maintenance of all pricing tools and ensures adherence to pricing standards
• Develops revenue budget in a timely manner

Area Pricing Director

Manager

• Work with OOM’s through coaching and development
• Enhance retention through structured engagement beyond initial onboarding
• Reduce time-to-hire and associated operational costs
• Improve safety outcomes and service reliability
• Build stronger talent pipelines and leadership development capabilities
• Partner with multiple business units to lead workforce planning and set staffing goals for sites
• Oversee candidate offer process in partnership with Talent Acquisition partners
• Responsible for assurance of OJT completion, and assignment of a Dedicated Driver Trainer/Mentor
• Investigate reasons why employees are leaving the company and provide feedback
• Assist District manager in the creation and execution of retention strategy for frontline employees
• Create and submit weekly and month-end reports to senior management.

Onboarding Optimization Manager

Account Manager

• Directs all aspects of a service area within an assigned vertical line of business "LOB."
• Responsible for the management of their operating units' profit and loss, budgeting, day-to-day operations, ISO programs and service execution.
• Supervises and coordinates employee work and development activities within the respective sites.
• Develops bids and quotes for new projects, implementation of identified projects.
• Analyzes and reports financials, collects customer payment and ensures customer satisfaction.
• Oversees Project Manager’s development of a safe work environment that complies with all regulatory requirements.
• Responsible for the successful management of customer service issues and identifying potential contract/service enhancements.
• Manages the financial and operating performance of assigned customer sites to ensure profitability.

Territory Manager

Security Engineer

• Monitors events generated by endpoint clients, servers, network devices, and security devices across the enterprise
• Responds to investigations of possible incidents using a log/event management tool
• Manages security audit and intrusion detection system logs for system and network anomalies and provides higher level analysis
• Responds to suspicious or malicious events detected through collection or reported by Help Desk or users
• Provides remediation and application event support to IT operations and engineering teams
• Performs initial computer system forensic investigations and supports fraud investigations
• Provides higher level analysis, design and support for log collection of firewalls, routers, networks and operating systems
• Communicates technical and event assessment results, evaluates engineering and integration initiatives and provides advanced technical support to assess security policies, standards and guidelines
• Develops, collects and analyzes logs from firewalls, intrusion detection systems, enterprise anti-virus systems and software deployment tools
• Reviews and recommends the installation, modification or replacement of hardware or software components
• Identifies and addresses any configuration change(s) that impact event collection
• Position may require on-call coverage for evenings, weekends, and holidays

Senior Analyst, Digital Security

Analyst

• Help build the next generation of reporting for our Customer Experience organization.
• Build PowerBI data models, automated datasets, and interactive dashboards.
• Design SQL transformations and pipelines that create clean, validated reporting datasets.
• Develop and modernize reporting solutions within the NICE Data Environment.
• Integrate and reconcile data from DRIVE, CC Pulse, Genesys Cloud, Avaya, and Salesforce.
• Analyze key contact center metrics such as service levels, ASA, handle time, adherence, occupancy, and productivity.
• Collaborate with WFM and Operations partners to support reporting needs.

Analyst III, Workforce Business Solutions

• Conducts business process analyses, needs assessments, and preliminary cost / benefit analyses
• Assists with projects plans, and coordinates resources to accomplish project tasks
• Conducts business processes and systems analysis while considering the business implications to the current and future business environment
• Assists with deliverables, cost, schedule and quality of one or more enterprise solutions projects
• Reviews progress and evaluates results for accuracy and efficiency
• Works with internal and external customers, suppliers and other partners to resolve problems, respond to suggestions for improvement and enhancements, test, refine and institutionalize solutions
• Drives the project(s) and the organization toward achieving business results

Analyst II, Business Solutions

Sales

• Coordinates Sales programs and acts as a liaison between Sales and other departments.
• Completes weekly and monthly reporting, which includes auditing commission and account reporting.
• Works closely with their assigned sales representative to provide consistent, accurate support and completion of tasks.
• Proactively communicates with peers and sales representatives.
• Actively engages in relationship building with immediate peers, sales representatives and leadership in a predominately remote environment.
• Open to giving and receiving suggestions, ideas, feedback.
• Diligent about time management and multi-tasking of requests.
• Complete billing reconciliations and credit reporting for customer presentation.
• Works in Excel to complete billing needs.
• Will report to local office once per week to complete tasks such as sending and receiving mailings and equipment.

Senior Sales Coordinator

Outside Sales

• Maintains and generates profitable revenue by leading a team of 9 sales and account management representatives.
• Assists in developing and executing the Area's Sales and Marketing Plan in order to improve revenue quality through price and service decisions.
• Executes strategies to grow market share, acquire new business, and expand WM's presence within assigned territories.
• Leads the Area’s new business development efforts by directing and supporting SAEs in prospecting, competitive takeaways, and market share growth; assigns new business targets and ensures consistent field execution.
• Drives the Area’s growth strategy by reinforcing disciplined prospecting, cross selling, and pipeline development practices; partners with Sales and Retention teams to ensure alignment between acquisition and retention priorities.
• Supervises activities of the Sales Department. Ensures team members meet or exceed call activity, proactive retention, pricing improvement, service upgrades, and service agreement conversion goals.
• Maintains an ongoing training, coaching and mentoring program in order to develop the skills of retention personnel.
• Analyzes lost business trends and recommends corrective actions. Analyzes competitive activity and identifies opportunities for market share growth.

Outside Sales Manager

Human Resources

• Coaches and advises leaders, supporting multiple functions/departments to create a high-performance culture through talent management, performance management, and leadership development (coach, counsel, career development, performance mgt).
• Identifies and activates People solutions that impact the Company’s ability to meet business objectives.
• Participates as a key member of business leadership team providing progressive people solutions such as integrated talent management, workforce planning, succession planning, organization structure to increase business impact.
• Support Corporate Operations and Business Optimization business units with a track record of enterprise-level HR leadership that bridges corporate strategy and initiatives into Field Operations.
• Lead a team of 2-3 direct reports and 1-2 indirect reports supporting approximately 1200-1500 employees.
• Partners and collaborates with appropriate Centers of Expertise to develop holistic People strategies and initiatives to support business objectives at an Enterprise, Area, and Functional level.
• Leads/manages projects and/or participates as a project member on People initiatives as assigned by the Senior People Leadership Team.
• Hires, leads, educates, develops, coaches, and performance manages members of the People Organization.
• Proposes People solutions and/or organizational changes based upon an analysis of critical business opportunities. Help shape the business strategy, conduct organizational diagnoses to determine which capabilities are most critical, design and deliver people practices to accomplish strategy.
• Develops written and oral presentations that have high clarity and impact. Provides regular written reports as needed to Senior Leadership.
• Delivers People solutions that are considered value added, measurable, directly tied to the business objectives
• Serves as an advisor to management for employment related legal issues and ensures local compliance with federal, state, provincial, and local employment laws.
• Leads organizational change initiatives that support WM’s strategic business framework.
• Identifies and applies new ideas to adapt to changing work demands.
• Partners with the Senior People Team to identify and prioritize opportunities for process improvement and new initiatives.
• Leadership activity will include talent management through proper succession planning programs for key contributor and management positions, learning and development programs for preparing employees for career advancement and employee development programs to enhance employee knowledge and understanding of the business of the Company and the waste industry.
• Develops and implements policies and programs for effective management of the people resources of each department. Included, but not limited to, this area are programs associated with employee relations, diversity & inclusion, sexual harassment, employee complaints, external education and career development.
• Provides technical advice, knowledge sharing, coaching and guidance to others within the human resources discipline.
• Continually challenges and improves the programs, policies, practices and processes associated with meeting the strategic and operational people issues of the organization.
• Provides thought leadership to developing and maintaining the skills needed to be an effective business partner.
• The HR Director will not only demonstrate, but will also lead initiatives, promote participation, and recognize employees and leaders that live WM Commitments and Values.

Director, HR

• Managing business to business sales relationships
• Developing detailed proposals encompassing multiple services
• Researching aspects of the waste and environmental services business
• Attending conferences/symposiums as a means of networking and staying current with industry-and market-related information
• Assignment management
• Building trusting relationships
• Providing high-impact Communication
• Responsible for prospecting and closing to achieve budgeted sales goals by developing and implementing sound selling strategies that ensure revenue growth
• Manage prospects by developing sound marketing plans and maintaining key information in the prospect database
• Matches WM services with customer needs by demonstrating knowledge of customers, pricing and competition; effectively communicates pricing and service strategies; proactively engages other WM business opportunities, referring internally as appropriate
• Effectively use WM sales productivity software tools (i.e. Prospect and Customer Database, Proposal Program, Pricing Tools, etc.)
• Proposes customer solutions that are compliant with appropriate local, state and federal regulations
• Devising sales approaches and solutions
• Marshalling resources
• Sales negotiation
• Sales opportunity analysis

Construction Sales Account Manager

Account Executive

• Serve as the lead point of contact for customer account management matters in an assigned book of business
• Establish and maintain a high level of customer satisfaction with internal and external customers
• Build and maintain strong, long-lasting customer relationships
• Align Waste Management products and services with customer needs
• Propose solutions that are compliant with appropriate local, state and federal regulations
• Increase account penetration through consultative selling skills
• Negotiate, update, and renew customer service agreements to maximize profits
• Resolve challenging customer requests
• Collaborate with the Inside Sales Manager to resolve all customer escalations or issues
• Communicate rates, charges and service strategies with conviction
• Collaborate with sales team to identify and grow opportunities within territory
• Use Waste Management sales productivity software tools accurately and consistently (i.e. Salesforce.com/Customer Relationship Management and Pricing Tools)
• Prepare reports as needed and/or handle general administrative duties as appropriate

Inside Sales Account Executive

• Serve as the direct HR Business Partner to 2 -3 Senior Vice Presidents (C-Suite level) and their leadership teams (~15 VPs), providing strategic and hands-on team support with daily HR needs.
• Partner with senior executives to align HR strategy with business strategy and operating models.
• Apply strong business and financial acumen, understanding how human capital decisions impact P&L, EBITDA, and revenue per employee.
• Act as a trusted advisor with the confidence to coach and challenge executives during high-stakes, complex decisions.
• Use systems thinking to assess downstream implications of talent, structure, and leadership decisions across the enterprise.
• Anticipate future talent and leadership needs with a predictive, data-informed view 18–24 months out.
• Influence across complex global and matrixed environments without direct authority.
• Lead organizational design efforts to modernize operating models, clarify decision rights, and improve agility.
• Orchestrate C-suite and senior-leader succession planning, ensuring bench strength at C-1 and C-2 levels.
• Architect the people strategy for major transformations, including mergers, acquisitions, and enterprise change initiatives.
• Coach executives on cultural leadership, values alignment, and “leadership shadow.”
• Drive workforce strategy, including strategic labor planning decisions across Build (develop), Buy (hire), and Borrow (contingent/AI) models.
• Build and sustain strong partnerships with HR Centers of Excellence (COEs) to translate business and talent priorities into coordinated solutions.
• Align early with COEs on needs and timing, leverage their expertise and programs, and ensure COE resources are effectively deployed to support strategy execution and measurable outcomes.
• Lead and develop a team of approximately 2–8 HR Directors, enabling them to shift focus from personal execution to scaled strategic impact.
• Coach HR Directors from operational execution to enterprise-level strategic partnership.
• Ensure consistent application and execution of HR strategy across business units and sub-functions.

Senior Director, HR Business Partner

• Oversees planning and execution of strategic and cross-functional projects
• Lead planning and execution of serving as the primary point of contact between stakeholders and functional delivery teams
• Partner with stakeholders to define, refine, and manage project scope, schedule, and budget, including navigating evolving or ambiguous requirements
• Develop and maintain project plans, timelines, resource forecasts, and status reporting to ensure alignment with business priorities
• Facilitate effective communication across functions, proactively identifying risks, issues, and decision points
• Prepare and present clear project performance updates to leadership and stakeholders
• Influence and negotiate priorities, scope adjustments, and delivery tradeoffs while maintaining strong working relationships
• Establish and maintain project governance, documentation, and controls appropriate for project size and complexity
• Support continuous improvement of project management practices as project volume and complexity increase
• Coach and guide project team members, reinforcing accountability, collaboration, and delivery discipline

Project Manager I

• Oversee and manage the automation systems and technologies within the Pacific Northwest
• Provide Subject Matter Expert (SME) level day-to-day support of automated and electro-mechanical process control systems
• Collaborate with IT and OT teams to ensure alignment and integration of systems
• Develop and execute a comprehensive automation strategy aligned with business objectives
• Train local operators and managers on proper operation of equipment and SCADA systems
• Monitor contractor performance and provide feedback

Area Automation Manager

Customer Support

• Interact with WM Customers via Multi-Channel Customer Service, handling 60-80 contacts a day
• Use multiple applications to research and resolve customer queries
• Provide an exceptional level of customer service, explaining complex issues in simple terms
• Highlight features and benefits of WM products and services to increase revenue and retain customers
• Establish customer accounts and negotiate service type, pricing, and billing