Aftermarket Business Development Manager

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TRC’s client, a global leader in food processing automation, has a direct hire opportunity for an Aftermarket Strategy Manager (Parts & Service) in Kansas City, MO.

This is a high-impact, strategic role focused on driving aftermarket growth across parts, service contracts, and upgrades. The position blends analytics, customer engagement, and commercial strategy to identify new revenue opportunities and improve coverage across the install base.

Position Overview

The Aftermarket Strategy Manager will lead a team while partnering closely with sales and customer-facing groups to drive data-informed business development strategy. This role is responsible for analyzing customer spend, install base data, and coverage trends to grow parts and service revenue across North America.

Key Responsibilities
Lead and develop a team of sales and customer service professionals
Drive aftermarket growth strategy across parts, service contracts, and upgrades
Analyze install base, customer spend, and coverage rate to identify revenue opportunities
Partner with customers and procurement teams to improve pricing, delivery, and service alignment
Lead voice-of-customer discussions to uncover gaps and drive solutions
Develop KPI-driven reporting and dashboards to support strategic decisions
Collaborate cross-functionally to improve coverage, performance, and customer satisfaction

Qualifications
3–5+ years of experience in aftermarket, parts, service, or commercial strategy
Strong analytical skills with experience in data analysis, reporting, or business intelligence
Experience working with ERP systems (Dynamics AX or similar)
Proven ability to influence business decisions through data and customer insights
Leadership experience or ability to lead and develop teams
Strong communication and stakeholder engagement skills

Preferred
Experience with Power BI or similar tools
Background in industrial equipment, manufacturing, or service-based organizations

Details
Location: Kansas City, MO (relocation assistance available)
Schedule: 3–4 days onsite
Travel: Less than 10%

TRC Talent Solutions is proud to be an Equal Opportunity Employer (EOE). All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, protected veteran status, disability status, sexual orientation, gender identity or expression, marital status, genetic information, or any other characteristic protected by law. At TRC, we take pride in fulfilling our opportunity to add value to our client's business as their staffing partner, while working tirelessly to connect thousands of individuals each year with work opportunities where they can meet the needs of their families and have the potential to build their careers.

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5 Questions You Should Ask During the Interview

Here are 5 questions we think you could ask during your interview. Use them as a guide to help you write your own questions.

Remember: Always have at least 5 questions prepared for the interview. If you do not, you run the risk of looking unprepared.

What does success look like in this role, and how is it measured?

Why ask this? You want to ensure you have a clear understanding of expectations before accepting the role. Knowing how success is measured helps you hit the ground running and avoid surprises about performance evaluations. It also signals to the employer that you're results-driven.

Can you describe the team dynamic and the company culture?

Why ask this? Skills and experience matter, but if the work environment isn’t a good fit, you won’t be happy or productive. This question helps you gauge whether the company values collaboration, how teams interact, and whether the culture aligns with your work style and values.

What are the biggest challenges facing the person in this role right now?

Why ask this? Every job has challenges, and it’s better to know them upfront. This helps you assess whether the role is a good fit for your strengths and whether the company is realistic about its expectations. If they hesitate to answer, it could be a red flag.

How does the company support work-life balance and employee well-being??

Why ask this? Burnout is real, and some companies expect employees to sacrifice personal time for the job. By asking this, you’ll get a sense of how they value work-life balance, flexibility, and well-being—things that are crucial for job satisfaction and long-term success.

These questions help you make an informed decision while also showing your professionalism and strategic thinking!

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