DescriptionPosition Overview:The Director of Corporate Real Estate Strategy will play a pivotal role in shaping and executing our real estate strategies across the organization. This position requires a strategic thinker who can blend a deep understanding of the real estate market with a keen awareness of our business needs. The successful candidate will oversee the management and optimization of our corporate real estate assets, driving cost efficiencies, enhancing workplace environments, and contributing to the company's growth and success.Responsibilities:
Strategy Development :
Formulate and refine the corporate real estate strategy in alignment with the company's business goals and growth plans.
Identify opportunities to optimize the real estate portfolio, enhance space utilization, and drive cost savings.
Portfolio Management :
Lead the management of the corporate real estate portfolio, including owned and leased office, warehouse, land, and specialty properties
Make informed recommendations on lease renewals, relocations, expansions, and dispositions based on market analysis and business needs.
Financial Analysis :
Conduct thorough financial analysis, including lease negotiations, total occupancy costs, and capital expenditure projections.
Develop and manage budgets for real estate initiatives, ensuring cost-effective solutions.
Cross-functional Collaboration:
Collaborate with various internal departments, including Finance, Legal, HR, and Operations, to understand their space requirements and align real estate solutions with their needs.
Vendor Management :
Establish and maintain relationships with real estate brokers, property management firms, and other service providers.
Oversee vendor performance and negotiate contracts to ensure favorable terms.
Change Management :
Develop change management strategies to guide the organization through workplace transformations, relocations, and space utilization improvements.
Team Leadership:
Manage and mentor a team of real estate professionals, providing guidance, performance feedback, and professional development opportunities.
Sustainability, Innovation, and DEI:
Drive sustainability initiatives within the corporate real estate portfolio, incorporating eco-friendly practices and innovative design concepts, and diverse suppliers.
Reporting and Analytics:
Develop and present regular reports and updates to senior leadership, highlighting key performance indicators, project status, and financial metrics.
Qualifications:
Bachelor's degree in Real Estate, Business Administration, Finance, or a related field; Master's degree preferred, or
10 years of experience in corporate real estate strategy, portfolio management, or related roles.
Proven track record of developing and executing successful real estate strategies that align with business objectives.
Strong financial acumen and experience in financial analysis, budgeting, and cost management.
Excellent negotiation and communication skills, with the ability to collaborate effectively with internal and external stakeholders.
Strategic mindset, innovative thinking, and the ability to drive change and influence decision-making.
Strong leadership skills with the ability to manage a team and lead complex projects.
Benefits: Vestis offers a wide array of comprehensive benefit programs and services including medical, dental, vision, short and long term disability, basic life insurance, and paid parental leave. Employees are able to enroll in the company’s 401k plan. Employees are eligible for 80 hours of vacation, 16 hours of floating holidays, and paid sick time every year. Employees will also receive 9 paid holidays throughout the calendar year.Compensation: The salary for this position ranges from $145,000 to $175,000, depending on circumstances including an applicant’s skills and qualifications, certain degrees and certifications, prior job experience, market data, and other relevant factors.Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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)
