Divisional Commercial Manager

About the Role

The Divisional Commercial Manager will sit on the Divisional Executive Team for an £85 m business, reporting to the Divisional General Manager. The role is responsible for commercial relationships, governance, compliance, risk management and profit optimisation across the division’s projects, and for leading a high‑performing commercial team. • Deliver commercial relationships with clients, partners and the supply chain. • Provide governance, compliance and assurance for work acquisition. • Lead the full commercial lifecycle from market risk assessment to project close‑out. • Support financial targets through operational commercial efficiency and Global Delivery Services. • Drive knowledge sharing, standardisation and continuous improvement across the division. • Act as liaison with the Legal function and manage the division’s risk register. • Advise project and bid managers on pricing, contracts and negotiations. • Conduct financial analyses and commercial reviews, implementing corrective actions. • Manage cash flow, improve return on capital and promote prompt payment. • Build and maintain long‑term relationships with clients, suppliers and stakeholders. • Lead and develop a high‑performing commercial team, providing mentorship and professional development. • Monitor market trends, competition and regulatory changes to adapt commercial strategies.

Key Responsibilities

• ▸commercial management
• ▸governance
• ▸pricing
• ▸financial analysis
• ▸cash flow
• ▸team leadership

What You Bring

Ideal candidates will have proven experience as a commercial manager in a project‑based environment, strong financial acumen, excellent negotiation and contract‑management skills, and the ability to lead cross‑functional teams. Experience with blue‑chip contractors, NEC contracts, enterprise risk management and performance‑tracking systems is essential, alongside high ethical standards and people‑management capability. Applicants must submit a cover letter, CV and a two‑page expression of interest outlining examples of commercial leadership, strategy development and risk‑culture vision. Successful candidates will be required to present a 100‑day plan and obtain the appropriate level of security clearance. The role does not offer Skilled Worker visa sponsorship but welcomes candidates on alternative immigration routes. • Own enterprise risk management and align with Mott MacDonald risk appetite. • Proven commercial manager experience in a project‑based business with a large, diverse portfolio. • Track record of delivering commercially successful projects with blue‑chip contractors. • Strong financial acumen and strategic profit management at portfolio level. • Excellent negotiation and contract‑management skills, especially risk mitigation. • Ability to lead and inspire cross‑functional teams in a dynamic environment. • Effective communication and stakeholder‑management capabilities. • Strategic thinking with ability to analyse complex data and market trends. • Experience implementing systems for tracking project performance. • Knowledge of NEC and other contracts across multiple jurisdictions. • Understanding of commercial risks and opportunities within the transport sector. • High ethical standards, confidentiality and strong business ethics. • People‑management skills with ability to delegate, motivate and empower teams.

Requirements

• ▸risk management
• ▸commercial manager
• ▸financial acumen
• ▸nec contracts
• ▸negotiation
• ▸leadership

Benefits

Mott MacDonald offers a comprehensive benefits package, including pension matching (4.5‑7 %), life assurance up to 4‑6 × salary, income protection, flexible benefits and profit‑sharing bonuses. Employees enjoy private medical insurance, health cash plans, generous holiday entitlement (33‑35 days, rising to 35 after five years), enhanced family and carer leave, employee‑ownership stakes, professional development support and access to diverse employee networks. The company also supports agile hybrid working and is committed to equality, diversity, inclusion and accessibility. • Pension matching 4.5‑7 % and life assurance up to 4‑6 × salary. • Income protection, flexible benefits and annual bonus schemes. • Employee‑ownership model offering direct stake and voice from day one. • Private medical insurance, health cash plan and comprehensive wellbeing programmes. • Minimum 33‑35 days paid holiday (35 days after five years) with buy/sell options. • Enhanced family and carer leave – 26 weeks maternity, 24 weeks shared parental, additional caring days. • Professional development support including institute subscriptions, mentoring and training. • Access to employee networks for LGBTQ+, gender, race, disability and parent/carer communities. • Agile hybrid working policy supporting flexibility and wellbeing.

Work Environment

Hybrid