Industry Support Executive
Location: East Grinstead (mix of home and office working)
Job type: Permanent
Reporting to: Industry Business Development Manager, Marketing
About the job: To support and raise the Club’s profile as a Champion of the Great Outdoors with the Industry and B2B partners by delivering new membership acquisitions through Dealer, Manufacturer and Affinity channels with Express Member Packs and similar propositions. To act as a focal point for all industry and affiliate enquiries relating to propositions and schemes.
Purpose of job:
To support and raise the Club’s profile as a Champion of the Great Outdoors with the Industry and B2B partners by delivering new membership acquisitions through Dealer, Manufacturer and Affinity channels with Express Member Packs and similar propositions. To act as a focal point for all industry and affiliate enquiries relating to propositions and schemes. To provide coordination and support for industry events, awards, competitions and product promotion distribution. Maximise opportunities to enhance the dealer and prospect member experience and journey. Operational support for the Motorhome Hire Schemes, for CAMC, EF and Alan Rogers, and maximising revenues, commission earned and campsite occupancy. Operational support for B2B partners Incentive Schemes, including among others Certificated Locations (CLs) and Training Instructors.
Key Tasks/Accountabilities:
- Act as a key point of contact for industry liaison in relation to B2B Club membership queries, schemes and information provision.
- Manage and support the development of the Clubs Motorhome Hire Schemes, which would include increasing the overall number of rental companies accessing the products, as well ensuring effective relationships are maintained through appropriate feedback. Ensure that fees and commission are reconciled to records.
- Support the Club’s Certificated Locations (CLs) and Training Course member incentive schemes by promoting participation, maintaining accurate records, and ensuring related fees and incentives are reconciled.
- Manage and develop the Club’s B2B online marketing portal and ensure that all communications and projects support the overall Club brand and B2B campaigns.
- Monitor, review and report on the performance of Dealer, CL and Training Course Incentive Schemes and Motorhome Hire Schemes, and identify, document and provide analysis on areas of improvement and growth by providing regular feedback to managers.
- Support the Industry Events and Liaison Manager with preparation for the Club’s industry awards and competitions, such as the Caravan Design Awards, Motorhome \& Campervan Design Awards and Lightweight Leisure Awards. This includes researching manufacturer and importer information, preparing pre\-judging documentation, maintaining shared spreadsheets, recording entrant details and supporting the smooth coordination of judging activity across the relevant seasonal timelines.
- Provide coordination and support for industry events, competitions, product promotion distribution and agreed partner visits, including preparation, follow\-up and administration.
- Support ongoing partner communications, helping ensure enquiries are responded to promptly, participants remain engaged, and feedback is captured to improve future delivery.
- Ideally dealer/intermediary/affinity channel experience in a customer\-centric acquisition environment (ideally B2B/B2B2C).
- Excellent relationship management skills and a proven ability to create strong relationships with external business partners, customers and suppliers.
- Exposure and understanding of contract management
- Organised, able to work to deadlines and with strong written and oral communication skills
- Commercially astute
- Comfortable working as part of a team as well as on their own initiative
- Able to manage multiple work streams and prioritise effectively to ensure deadlines are met
- Positive and enthusiastic with a can\-do attitude
- Professional marketing or sales qualification is desirable
- Confident using reporting systems and willing to develop a good working knowledge of Tableau and other data visualisation tools to support scheme monitoring, reconciliation, performance tracking and operational insight.
Read our Equality and Diversity policy
Policy Statement
The Club is committed to providing equal opportunities in employment and to avoiding unlawful discrimination to its employees and job applicants and when dealing with customers, suppliers or other work\-related contacts or when wearing a work uniform). This policy is intended to assist the Club to put this commitment into practice and compliance with this policy should also ensure that employees do not commit unlawful acts of discrimination. Striving to ensure that the work environment is free of harassment and bullying and that everyone is treated with dignity and respect is an important aspect of ensuring equal opportunities in employment.
It is unlawful to discriminate directly or indirectly in recruitment or employment because of:
Age, Disability, Sex, Gender reassignment, Pregnancy, Maternity, Race (which includes colour, nationality and ethnic or national origins), Sexual orientation, Religion or belief, or because someone is married or in a civil partnership. These are known as Protected Characteristics.
The policy applies to all aspects of employment with the Club, including recruitment, pay and conditions, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, and termination of employment.
Discrimination after employment may also be unlawful, e.g. refusing to give a reference for a reason related to one of the protected characteristics.
The policy covers Equality and Diversity in the workplace and in any work areas associated/connected to the workplace, including business trips and work\-related social events and should be read in conjunction with the Club’s Bullying and Harassment policy.
Discrimination
You must not treat somebody less favourably because of a Protected Characteristic, than you would treat other people without that Protected Characteristic, including current and former employees, job applicants, clients, customers, suppliers and visitors. This applies to any actions taken in the course of employment whether in the workplace, outside the workplace (when dealing with customers, suppliers or other work\-related contacts or when wearing a work uniform), and on work\-related trips or events including social events.
Types of unlawful discrimination
Direct discrimination is where a person is treated less favourably than another because of a Protected Characteristic. Examples of direct discrimination would be; refusing to employ a woman because she is pregnant.
In limited circumstances, employers can directly discriminate against an individual for a reason related to any of the Protected Characteristics where there is an occupational requirement. The occupational requirement must be crucial to the post and must be justified objectively by showing that it is a proportionate means of achieving a legitimate aim.
Indirect discrimination is a provision, criterion or practice (PCP) that applies to everyone but adversely affects people with a particular Protected Characteristic more than others, and is not justified. For example, requiring a job to be done on a Friday evening/Saturday would adversely affect Orthodox Jews because of their belief in the Sabbath. Such a requirement would be discriminatory unless it can be objectively justified.
Harassment includes sexual harassment and other unwanted conduct, relating to one of the Protected Characteristics that has the purpose or effect of violating a person's dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment. It does not matter whether or not this effect was intended by the person responsible for the conduct.
Associative discrimination is where an individual is directly discriminated against or harassed for association with another individual who has a Protected Characteristic.
Perceptive discrimination is where an individual is directly discriminated against or harassed based on a perception that he/she has a particular Protected Characteristic when he/she does not, in fact, have that protected characteristic*.*
Victimisation occurs where an employee is subjected to a detriment, such as being denied a training opportunity or a promotion because he/she made or supported a complaint or raised a grievance, or because he/she is suspected of doing so. However, an employee is not protected from victimisation if he/she acted maliciously or made or supported an untrue complaint.
Failure to make reasonable adjustments is where a physical feature or a provision, criterion or practice puts a disabled person at a substantial disadvantage compared with someone who does not have the same disability and the employer has failed to make reasonable adjustments to enable the disabled person to overcome the disadvantage.
Equal opportunities in employment
The Club will avoid unlawful discrimination in all aspects of employment including recruitment, promotion, opportunities for training, pay and benefits, discipline and selection for redundancy.
Person and job specifications will be limited to those requirements that are necessary for the effective performance of the job. Candidates for employment or promotion will be
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