Commercialization Manager (Technology)

TITLE: Commercialization Manager (Technology)

LOCATION: Des Plaines, IL

DESCRIPTION: GTI is seeking a Technology Commercialization Manager. This individual will be at the forefront of GTI’s efforts to monetize its clean energy technologies and solutions. You will be involved in establishing and managing commercialization programs for high-value projects, based on their intellectual property. The incumbent will work across the GTI organization; with R&D teams and IP counsel to identify strategic programs; use techno-economic tools to establish the value of the technology; grow purposeful relationships and develop these into commercial partnerships through innovative commercial models that create value for GTI and its partners.  The position reports to the VP of Commercialization and requires collaboration across the entire GTI Enterprise.

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Why GTI?
We are proud of what we do because our work matters. GTI is working toward solving global energy challenges in transitioning to a low-carbon economy. We have a proven track record in producing innovative ideas and commercializing solutions to deliver clean and reliable energy. At GTI, we deliver innovative technology products and solutions for safe, efficient, and responsible energy.

So, what does that mean for you? You will work in a positive and respectful work culture that fosters growth, collaboration, and opportunity. You will be supported by competitive compensation, incentives, and benefits, while enjoying purposeful work that drives improvement of delivering clean energy to the world.

GTI offers generous benefits, competitive salaries, career advancement, and the opportunity to work alongside a professional R&D environment. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Travel and Work Location
Our Strategy & Commercialization Division is a hybrid team across different time zones. Although candidates local to Des Plaines, IL are preferred, this position has been granted approval by the SVP of Corporate Strategy & Innovation to be fully remote. This position does require travel domestically and internationally up to 20% of the time.

Additional Information
The health and safety of our employees is a top priority for GTI. To comply with Presidential Executive Order 14042 (“EO14042”) on Ensuring Adequate COVID Safety Protocols for Federal Contractors, we are requiring that all employees be fully vaccinated against COVID-19 as a condition of employment. You will be required to provide proof that you are fully vaccinated on your first day of employment. If you need an accommodation based upon a disability or sincerely held religious belief, we have a process to consider such requests and you may initiate that process by contacting Human Resources.

Primary Responsibilities

• Work across the GTI Enterprise to develop commercialization and monetization pathways for key technologies (e.g., joint venture, spin-out, license or other model)
• Develop and build key relationships and partnerships to facilitate technology progression. Screen potential partners based on their relative capabilities and values
• Develop technology commercialization road maps utilizing customer requirements and business priorities to make trade-off decisions on commercial progression
• Partner with functional leaders to develop creative strategies that optimize impact and market penetration while also ensuring all regulatory and quality requirements are met
• Work closely with internal and external partners to develop optimal go-to-market strategies and plans that will maximize value to the customer and GTI. Define an effective value proposition for key technologies that best position them in the market.
• Proactively engage with peer R&D program managers and IP counsel to identify the high-potential technology programs, based on technical differentiation and market potential, and establish a baseline technology development plan
• As required, use in-house and external resources to create financial models to establish a valuation for the technology
• Negotiate and document key business terms in term sheets. With support from General Counsel, CFO, and VP Commercialization, negotiate commercial contracts, with lead responsibility for issues related to the monetization of intellectual property
• Manage commercial relationships and contracts through technology launch. Coordinate with R&D leads to provide updates to senior management on progress and identify technical or commercial issues that require escalation

Other duties as assigned

• Knowledge, Skills, Abilities, and Other Characteristics
• A grounded and holistic understanding of energy technologies. You are a fast learner, able to rapidly assess and resolve problems, and able to upskill yourself quickly on new topics.
• An ability to quickly assess and assimilate key R&D, market, and commercialization requirements in clean energy-related technologies, and capture these as factors in financial and compensation models.
• Curiosity and an inquisitive mind, a flexible yet perseverant problem solver who is highly motivated but able to adapt to different teams or ways of working
• Must be of a collaborative mindset; an innovator with strong influencing skills and the ability to resolve conflicts
• Excellent negotiation, verbal, and written communication skills. Must be fluent in spoken and written English

Education and Experience
Bachelor’s degree in science or engineering; advanced degree such as MBA preferred
5-10 years’ experience with technology development and monetization, leveraging customer relationships to drive commercial success
A proven track record of establishing and developing authentic relationships with potential technology/commercial partners leading to the successful launch of new products, services, or businesses
A proven track record in managing several projects simultaneously, with multi-disciplinary dimensions

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)