Sr. Manager - Investment Tender Management

Role Main Purpose

Strategic Tender Leadership

• Formulate bid strategies for high-value opportunities (PPPs, land acquisitions, government contracts) aligned with Kidana's investment goals
• Establish competitive positioning frameworks and win themes for priority bids
• Develop tender evaluation criteria to assess opportunity viability

Bid Process Excellence

• Implement stage-gate controls for tender qualification, submission and post-bid review
• Direct cross-functional collaboration between Legal (contract terms), Finance (pricing models) and Technical teams (design compliance)
• Oversee development of compliant, compelling bid documents within strict deadlines

Stakeholder & Consortium Management

• Lead negotiations with potential JV partners and subcontractors
• Interface with government procurement entities throughout bid cycles
• Conduct post-bid debriefs to identify improvement opportunities

• Risk & Value Optimization

• Deploy risk assessment frameworks for bid/no-bid decisions
• Develop alternative pricing scenarios and concession structures
• Ensure final submissions balance competitiveness with profitability

Market Intelligence & Capability Building

• Maintain tender opportunity pipeline with win/loss analysis
• Institutionalize bid knowledge through templates and training programs
• Monitor regulatory changes impacting procurement processes

Leadership Responsibilities

• Effectively manage and oversee the work of a team towards a common goal in line with company strategy.
• Develop a robust talent development plan in alignment with functional growth strategies of the department.
• Accountable for productivity and quality metrics of staff, and provide regular standard progress reports and quality metrics to management and cross-functional stakeholders.
• Ensure adequate staffing levels aimed at contributing to the achievement of the strategic objectives of Kidana.
• Set performance management objectives based on department KPI’s and performance targets for all reporting team members and perform mid-year and year-end performance reviews.
• Direct the identification of talent for pivotal roles in coordination with the Human Capital Department from a succession management standpoint.
• Take decisive action to ensure speedy resolution of unresolved grievances or conflicts among team members.

Educational Qualifications

Professional Experience

• A minimum of 10+ years of experience..
• 4+ years in management roles.