New Opportunity: Business Unit President
Business Unit President
ABOUT THE COMPANY
In business for over 80 years, Research Products Corporation is a large, privately held, national leader in indoor air quality solutions that creates healthy environments where we live, work, learn, and play. Through our companies AprilAire, DriSteem, Anden, and RP Filters we seek to provide customers with exceptional service and superior products for both residential and commercial applications.
ABOUT THE ROLE
The President will lead our commercial HVAC IAQ businesses: DriSteem, Anden and RP Filters. Reporting to the CEO Research Products, the President will be fully accountable for the P&L of these businesses. The role will ensure the commercial businesses meet or exceed annual revenue and profitability goals, as well as provide leadership to grow, prepare for, and achieve longer term growth objectives. This includes driving growth using each of the four RP growth strategies – Core - Build – Innovate - Partner.
Direct reports to this role include the President of DriSteem , the General manager of Anden, and the General manager of RP filters. This commercial team is focused on business strategy, growth, and optimization that includes support from functional leads in RP operations, engineering, finance, HR, and IT. This team will foster and promote our vision for leadership, double digit growth and our mission to deliver healthy more productive indoor air environments where we work, learn, and play. They will demonstrate a bias for process and actions to identify synergies that support growth, operational excellence, and reinforce a One Team RP winning culture.
DELIVERABLES
- Set growth and execution strategy for the overall commercial group as well as the business entities within the group.
- Formulate and implement a strategic and annual operating plan that will drive profitable growth for the business while working closely with the CEO, other members of management, to meet long-term objectives and financial targets including double digit revenue and EBITDA growth.
- Lead, develop and build a high performance level 1 and 2 leadership team and supporting cross-functional teams to support double-digit revenue and EBITDA growth.
- Identify and develop internal talent and future leaders for succession planning of key leadership roles within the group.
- Establish a growth mindset. Bring a hands-on approach to creating and maintaining customer relationships, understanding industry trends and opportunities to position the company for strategic growth with existing and new customers. Effectively manage these customers and look for areas to increase both the depth and breadth of those relationships.
- Align direct and indirect support resources across functional teams to support business priorities for the commercial group overall while collaborating with other RP entities and supporting the overall RP vision, strategy and mission.
- Develop and execute short and long-term sales, marketing, and product plans and ensure brand alignment.
- Develop and execute short and long term margin improvement plans that include rigorous pricing, cost, and productivity management.
- Raise the performance bar by energizing the organization around a high standard of operational excellence to drive improved cost, quality, and on-time deliveries, while still bringing a market-oriented perspective.
- Provide financial forecasts, implement controls to operating plan to optimize revenue and profit, minimize risk, and oversee the allocation of resources to ensure optimized overall profitability of the group.
RESPONSIBILITIES
- Lead the Commercial businesses to meet or exceed annual revenue and profitability goals.
- P&L responsibility for entire IAQ commercial group.
- Provide leadership to prepare the business to achieve longer term growth objectives including innovation initiatives to drive growth in new, adjacent and existing markets.
- Manage, align, and develop a multi-site and expanding team including support from Operations, Engineering, Marketing, Sales, Human Resources and Finance to develop and execute strategies.
- Drive positive cultural change in the organization to achieve improvements in growth, productivity and financial performance from a single digit to a sustainable double digit performance level.
- Promote collaboration with RP and Aprilaire. Leverage synergies and integrate where it makes sense for win/win business strategy alignment.
- Demonstrate a results-oriented management style that measures and evaluates individual performance against clearly defined accountable competencies, responsibilities, and objectives.
- Support M&A due diligence and the process of acquiring complementary businesses. Successfully lead integration of those acquisitions.
- Ensure that the outstanding record of safety, quality, health, and environmental performance of the company is maintained or improved, and implemented in line with applicable laws, regulations, and policies.
- Represent and advocate the company externally at meetings with customers, government officials, community, financial lenders, and other key external constituents.
PROFESSIONAL EXPERIENCE AND QUALIFICATIONS
- 15+ years’ senior leadership experience with ultimate accountability for a P&L.
- Demonstrated history of double digit profitable revenue growth with P&L exceeding $100M revenue.
- Experience developing and executing strategic and commercial business plans.
- Experience in HVAC or other commercial building systems industries, and/or closely related industries.
- Experience in product line management, go-to-market commercial, and operations management.
- Extensive experience developing financial forecasts, managing revenue and operating expense plans at leadership level.
- Experience building, leading and expanding a commercial business including internal resources, external strategic partnerships, capital infrastructure plans and presenting to Board of Directors or investors.
- Preferred experience participating in the M&A process.
- Strong prioritization, project management and communication skills with the ability to manage diverse, simultaneous projects of varying complexities.
- Demonstrated cross-functional collaboration – strong in forging relationships across groups and driving buy-in and commitment towards solutions that may be challenging or new.
- Strong influencing skills working across functions and geographically dispersed teams.
- Demonstrated ability to make quality and timely decisions, even amid ambiguity.
- Results-oriented, organized, able to handle changing priorities in a high-growth environment.
- Humble, unselfish leadership style. Derives satisfaction from player/team development
Interested in Learning More?
180one is a retained search firm and has been engaged by Research Products Corporation to manage this search. If interested in learning more about the opportunity, please contact Tom Haley / 503-334-1350 / tom@180one.com
Corporate Development Manager About the Company Impel is a family of companies that offer comprehensive flow management solutions in partnership with each other and the best manufacturers in the world. Each of Impels branches represent individual brand cultures and span the West Coast. Impel serves customers in water, wastewater, agriculture, industrial, manufacturing, energy and mining. Impel was founded in 2021 with a vision to build a “one-stop shop” to serve municipal and industrial fluid management needs by acquiring complementary capabilities in contiguous geographies. The platform launched with the first acquisition of PumpTech , a premier distributor of high-quality pumping products and systems serving the Pacific Northwest. Subsequent acquisitions have grown Impel to over ten fluid management companies throughout the US. Impel is backed by Pike Street Capital , a private equity firm based in Seattle, WA. Recently, Pike Street successfully raised capital to fund additional acquisitions. Impel is actively pursuing growth opportunities and remains focused on acquiring and partnering with family-owned and operated companies in the sector. About the Role This is a key position managing the acquisition process within Impel. You will participate in all aspects of the investment process including industry/market research, deal origination, strategy and execution, and relationship building with acquisition target owners, executives, investment bankers and other intermediaries. This is a great role if you’re looking to own the deal process and progress your skillset as a deal professional. This role will give you deep insight into the entire acquisition process while closing multiple deals a year. We are a fairly lean team and believe in cross functional work so come with a growth mindset and you will develop a skillset across each business function; Our team believes in developing our team members. Primary Responsibilities Perform company analysis, including initial screenings, financial modeling and valuation, due diligence, consultation with external advisors, and preparation of materials for internal investment meetings. Responsible for M&A project management processes to include, but not limited to, valuations, letters of intent, due diligence analysis, financial planning, and business case development. Analysis of risks and opportunities of M&A activities, translate this into fact-based and well-reasoned insights on the valuation and structural impact of various acquisitions. Drive market research and strategic fit analysis. Conduct research on prospective sector opportunities and market trends and develop and present data-based opinions to inform decision-making and price transactions. Participate on deal teams to help structure and execute transactions, including coordinating the deal process and legal and transactional documentation. Special projects working directly with C suite, functional leads, and regional vice presidents. Qualifications 2-6 years experience in private equity, consulting, financial DD/QoE, investment banking, accounting, or corporate M&A Exposure to other diligence areas including commercial, operational, market sizing, risk analysis, customer and supplier, agreement review, etc. Excel and PowerPoint expertise Value oriented Strong communication skills Commitment to high professional standards Credentials: CPA preferred Interested in Learning More? 180one is a retained search firm and has been engaged by Impel to manage this search. If interested in learning more about the opportunity, please contact Tom Haley /503.334.1350/ tom@180one.com
Long Term Incentive Plans (LTIPs) and Why to Implement Executive compensation is a nuanced and multifaceted subject that involves a delicate balance between rewarding top talent and aligning their interests with the long-term success of the organization. Typically, executive pay packages consist of three primary components: base salary, annual bonuses, and long-term incentive plans (LTIPs). While base salary and annual bonuses have historically been the most visible and commonly discussed elements of executive compensation, LTIPs are increasingly being recognized as the third and arguably most important leg of the stool. LTIPs serve as a tool for aligning the goals of executives with those of the company over the long term, offering rewards that are tied to the sustained growth and profitability of the organization. As businesses evolve and face growing challenges, LTIPs have become a central component in shaping how executives are compensated, ensuring they remain focused on creating long-term shareholder value. Over the past 75 years, LTIPs have been a common feature in public companies, where stock options, performance shares, and other equity-based incentives align executives with shareholder interests. It hasn’t been until the past couple of decades that private companies have implemented LTIPs to align executives' interests with the long-term success of the company, but also almost out of necessity to compete for the same talent who might already possess an LTIP as part of their compensation. What Are Long-Term Incentive Plans (LTIPs)? Long-Term Incentive Plans (LTIPs) are compensation structures designed to reward executives for achieving long-term business goals. Unlike annual bonuses, which are typically tied to short-term financial metrics, LTIPs are structured to reward performance over a longer time horizon—usually three to five years or more. The primary purpose of LTIPs is to ensure that executives are motivated to focus on sustainable growth, value creation, and the long-term health of the company. The Factors Driving the Adoption of LTIPs in Private Companies According to a survey by WorldatWork, approximately 63% of private companies are using LTIPs as a means of rewarding executives and aligning their interests with the company’s long-term success. Several factors have contributed to the rise in popularity of LTIPs in private companies, ranging from the quest for competitive advantage to changes in organizational dynamics and evolving employee expectations. But the following reasons might shed additional insight: Companies with LTIPs Have 30% Higher Revenue Growth: Research by the National Center for Employee Ownership (NCEO) found that companies that implement equity-based LTIPs experience 30% higher revenue growth compared to those that do not. The statistic underscores the positive impact of LTIPs on a company’s overall performance, as they drive executive focus on achieving goals that lead to sustained revenue growth, innovation, and market expansion. 91% of Executives in Private Companies Cite LTIPs as Key to Retention: A survey by Korn Ferry found that 91% of executives in privately held companies consider LTIPs an essential factor in their decision to stay with the company. The statistics demonstrate the significant role LTIPs play in retaining key talent, ensuring that executives are motivated to stay with the company over the long term. By offering equity-based compensation, companies can reduce turnover and keep their leadership team focused on long-term objectives. Companies With LTIPs Are 50% More Likely to Meet Exit Targets: According to a report by Bain & Company, private companies that implement LTIPs are 50% more likely to meet or exceed their exit targets during mergers, acquisitions, or initial public offerings (IPOs). By aligning executives' interests with long-term value creation, LTIPs motivate leadership to work toward achieving the performance metrics that will maximize the company’s value at the time of sale or public offering. Transitioning Ownership and Succession Planning: For family-owned businesses or privately held companies with a significant ownership stake held by a small group, succession planning is another critical factor in the decision to adopt LTIPs. As the company grows and the leadership team evolves, there may be a need to transition ownership to new management. LTIPs can help retain key executives during this period of change, providing financial incentives that keep the team focused on the company’s long-term growth even during periods of uncertainty. As businesses strive to remain competitive and evolve in an increasingly dynamic marketplace, the adoption of LTIPs has evolved as a key driver for optimizing performance. No longer limited to public companies; private companies have increasingly recognized the benefit and need for these compensation structures. Perhaps adding these 4 simple letters (L-T-I-P) to a company’s compensation program could be the difference maker that they’ve been looking for.
Assistant General Counsel With roots going back to the 1960’s, Forest City Trading Group (FCTG), may have started as a small lumber yard run by two immigrant brothers, but has since grown into North America’s largest wholesale lumber product distributor. FCTG facilitates the distribution of products across 6 continents through our network of 12 operating companies and over 800 employees. The company’s impact is far-reaching, especially when considering that one in every ten houses today is built using products sourced and sold by our operating companies. As proponents of forest sustainability, FCTG actively supports suppliers who use sustainable forest management practices that promote forest sustainability and result in long-term environmental, social, and economic benefits. Due to significant growth over the last decade, and expecting strong growth in years to come, FCTG is adding an Assistant General Counsel to their legal team to support growth and help scale the business. Position Overview Forest City Trading Group is seeking a highly motivated and skilled Assistant General Counsel to report directly to, and support, the General Counsel and assist in managing the company's legal operations. The ideal candidate will have strong legal expertise, excellent communication skills, and the ability to collaborate effectively across different business units. This position offers an exciting opportunity to be a part of a dynamic team while contributing to the growth and success of the company. Key Responsibilities Provide legal support to the General Counsel on a variety of corporate, commercial, regulatory, and operational matters. Assist in the company's legal department operations, including document management, contract review and negotiation, legal strategy, and corporate governance. Draft, review, and negotiate contracts, agreements, and other legal documents to ensure compliance with applicable laws and regulations. Assist with the management of corporate compliance and risk management programs, including conducting legal risk assessments and providing recommendations for mitigation. Collaborate with cross-functional teams (e.g., finance, IT, human resources, marketing, trading operations) to provide legal guidance on operational and business issues. Advise on employment law matters, including policies, employee relations, and compliance with federal and state employment laws. Handle legal research and due diligence for mergers, acquisitions, and other corporate transactions as needed. Manage outside counsel and vendors, ensuring legal matters are handled efficiently and cost-effectively. Assist with litigation and dispute resolution matters, including managing internal investigations, handling settlement negotiations, and overseeing litigation strategy. Stay updated on legal developments and regulatory changes that may impact the company’s operations and provide proactive legal solutions. Qualifications and Skills Juris Doctor (JD) degree from an accredited law school. Licensed to practice law in Oregon. Minimum of 5 years of legal experience, with preference for some experience within a corporate or in-house legal environment. Experience in corporate governance, commercial contracts, employment law, and regulatory compliance. Strong analytical skills with the ability to identify and solve complex legal problems. Excellent written and verbal communication skills. Ability to work independently, manage multiple priorities, and maintain a high level of professionalism under pressure. Strong interpersonal skills and the ability to build effective relationships with internal stakeholders at all levels of the organization. Ability to handle confidential and sensitive information with discretion. Preferred Experiences Experience supporting operational functions, such as HR, marketing, and compliance, in a corporate setting. Previous experience managing outside counsel and coordinating legal projects. Experience with construction and material supply contracts. Interested in Learning More? 180one is a retained search firm and has been engaged by Forest City Trading Group to manage this search. If interested in learning more about the opportunity, please contact Lisa Heffernan/ 971.256.3076/ lisa@180one.com
