Client Relationship Management:

• Act as the primary liaison between clients and Executive Class / Beltmann Relocation Group.
• Develop strong, trust-based relationships with clients to understand their relocation policies and goals.
• Ensure client satisfaction by delivering exceptional service and proactively addressing concerns.

Move Management Oversight:

• Oversee all aspects of the corporate moving process, including move management, expense tracking, and policy compliance.
• Collaborate with internal teams (e.g., operations) to ensure timely and cost-effective service delivery.
• Manage third-party vendors, including partner moving companies, to ensure adherence to service standards.
• Work internally with the quality team to ensure customer service and driver scores are properly reported.

Problem-Solving and Issue Resolution:

• Quickly identify and resolve challenges that may arise during the moving/relocation process.
• Develop contingency plans to address unforeseen issues while maintaining client trust.
• Document and analyze incidents to improve processes and prevent future issues.
• Investigate and respond to service issue reports (RCAs) when negative information is shared.

Reporting and Metrics:

• Provide regular status updates to clients, including progress reports, expense summaries, and post-move evaluations.
• Monitor service delivery performance and identify areas for improvement.
• Proactively provide feedback on good and unsatisfactory situations in real time.
• Prepare and present customized reports to clients on key metrics, such as employee satisfaction and cost savings.
• Manage RFPs in liaison with the van line, negotiate contract addendums, and ensure updates are processed on internal systems.
• Report client data on monthly client service/operations/management calls.

Policy and Compliance:

• Ensure all corporate moves are conducted in compliance with client policies and industry regulations.
• Offer guidance on policy enhancements to optimize client relocation programs.
• Stay updated on industry trends and best practices to provide informed recommendations to clients.

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)