Careers

Career Opportunities

Bid Specialist
- 10/11/2017 

Toronto, ON – Responsible for coordinating the planning, development and production of winning proposals.

Location
Toronto, Ontario

General Accountabilities
Global Furniture Group is seeking an experienced Bid Specialist, who will be responsible for coordinating the planning, development and production of winning proposals from start to finish. The role includes interpreting RFP requirements; coordinating proposal planning; managing the execution of the Proposal Plan and ensuring completion of the proposal documents; coordinating and developing timely and correct input from proposal stakeholders; and overseeing / coordinating production and submission of high quality proposals. In addition, the Bid Specialist will proactively identify and manage risks to ensure timelines and objectives are met and lead the team through an analysis of the client requirements, competitive landscape and solution objectives in order to develop a strong response strategy to position Global Furniture Group to win the business.

Specific Accountabilities

  • Manage the proposal process from start to finish ensuring a top quality, competitive and winning response to comprehensive Requests for Proposals and related documents.
  • Coordinate RFP review process including reviewing RFP requirements, development of proposal outline and timeline/assignments (Proposal Plan), and identifying questions, concerns and potential risks.
  • Coordinate and participate in the bid kick-off and Proposal Planning session, ensuring that all key proposal stakeholders are represented.
  • Delegate tasks among designated proposal stakeholders throughout the proposal process, and monitor progress with timely follow-up to ensure internal proposal deadlines are met.
  • Track and maintain communications among all team members manage and distribute assignments via collaborative tools such as calendars, and task lists.
  • Assemble and review responses for compliance, accuracy and content, and coordinate / participate in review sessions with teammates/stakeholders to ensure the integrity of all documents.
  • Develop, maintain and coordinate content, tools and templates for ongoing improvement of proposal management.

Required Knowledge, Skills and Abilities

  • A strong client focus is required along with the ability to think at both the strategic and tactical level.
  • College Diploma or University Degree required or min 2 years Admin. Experience.
  • Strong interpersonal skills and the ability to work well with all levels of internal management and staff, as well as outside clients and vendors.
  • Ability to work independently, is self-directed and functions well within a team environment.
  • Resourceful, well organized, highly dependable, efficient and detail oriented.
  • Excellent communication and presentation skills; oral and demonstrated proficiency composing written communications.
  • High energy level, comfortable engaging in multifaceted projects in conjunction with day to day activities in a fast paced, deadline oriented environment.
  • Excellent working knowledge of Microsoft Office (Word, Excel, Publisher & PowerPoint).

Interested applicants are asked to apply by November 30, 2017 to: careers@globalfurnituregroup.com

We thank all applicants for their interest, but advise that only those selected for an interview will be contacted.

Global Furniture Group values employment equity and is an equal opportunity employer.

View PDF File: Bid Specialist


EMPLOYMENT EQUITY

As an approved vendor to the Federal Government, Global participates in the Government's Employment Equity program which focuses on four targeted groups in the workplace: women, persons with disabilities, visible minorities and aboriginal people. Compliance with this program includes surveying employees for targeted group representation as well as their positions within various occupational groups.

Global has been involved with the Employment Equity program since the early 1990s. The company has sincerely endeavoured to maintain the principles of the program and was awarded the Government's Employment Equity Certificate of Merit in both 1991 and 1996 for its leading role in the program. Global's Employment Equity Committee meets on a regular basis to continually address diversity issues and oversee initiatives in this regard. We are proud of our long-standing record in the field of workplace diversity.


WORKPLACE BARRIERS

Employment barriers arise both intentionally and unintentionally from practices, policies, attitudes and corporate culture that are neither job-related nor required for the safe and efficient operation
of an organization. A policy or practice is a barrier when it has a greater negative impact on designated group members than on those who are not members of a designated group. These barriers contribute to hiring and promotion rates that are lower than expected for designated group members in comparison to those who are not members of a designated group. They also manifest themselves in the under-utilization of designated group members and in the concentration of designated group members at the lower levels of an organization and in non decision-making positions. Barriers can be subtle and hard to detect. They frequently result from a lack of awareness of their impact on designated group members.

With respect to the Accessibility of Ontarians with Disabilities Act (AODA) the subject of workplace barriers relates specifically to persons with disabilities.

Examples of workplace barriers include (but are not limited to):

  • prejudice or ill-will reflected in deliberately discriminatory actions against persons with disabilities,
  • unequal treatment (eg, asking different questions
    of persons with disabilities applying for the same job as persons who have no disabilities),
  • systemic barriers that discourage or block persons with disabilities from employment opportunities (eg, unnecessary experience requirements),
  • maintenance of a working environment that is either hostile or abusive toward persons with disabilities or that is simply a non-supportive work culture and environment for persons with disabilities,
  • inadequate facilities that present physical barriers to persons with disabilities,
  • use of recruitment sources that do not provide an appropriate pool of candidates (eg, advertising, word-of-mouth, networking, employment agencies),
  • lack of objective, structured staffing, particularly when coupled with attitude problems,
  • unequal access for persons with disabilities to non-advertised promotion, training and development systems, networks and assignments, and
  • lack of reasonable accommodation