Director Strategic Alliances

Company: AMSkills Ecademy Pvt. Ltd. (NEMI)
Designation: Director – Strategic Alliances
Department: Strategic Alliances - Business Development
Reporting To: Management, as formally assigned
Employment Type: Full-time
Location: Pan India
Remuneration (Subject to target achievement) - min 15LPA to max 35 LPA depends on interview rounds
Incentive structure- Quarterly - Subject to target achievement
Role Objective
The Director – Strategic Alliances will be responsible for developing strategic business relationships, establishing institutional and corporate partnerships, creating revenue opportunities, and converting partnerships into measurable business outcomes for NEMI.
This is a senior, execution-oriented position. The employee is expected to independently develop a business pipeline, mobilise internal resources, coordinate with relevant teams, and drive partnerships from initial contact to commercial execution and revenue generation.
Key Responsibilities
1. Strategic Partnership Development
Identify and approach universities, colleges, corporate organisations, industry associations, training partners, channel partners and other relevant institutions.
Build a qualified pipeline of potential strategic partners.
Conduct meetings and present NEMI's approved programs, business model and partnership proposals.
Develop mutually beneficial commercial proposals and revenue-sharing models within approved company parameters.
2. Partnership Conversion
Convert qualified prospects into active partnerships.
Coordinate discussions, proposals, commercial negotiations and documentation.
Follow up on MoUs, agreements, onboarding and partnership activation.
Ensure partnerships move beyond signed documents into actual business activity.
3. Revenue Generation
Generate measurable business through approved partnership channels.
Develop student enrolment opportunities, institutional programs, corporate training opportunities and other approved revenue streams.
Coordinate with admissions, counsellors, telecallers, operations and training teams to convert opportunities.
Track revenue generated, collections, pending conversions and the next steps for each partnership.
4. Team Coordination
Use available company resources effectively.
Provide clear task allocation and follow-up to relevant team members.
Coordinate with internal departments for proposals, presentations, onboarding and execution.
Escalate operational barriers promptly rather than allowing opportunities to remain inactive.
5. Reporting & Accountability
Maintain an updated CRM and partnership pipeline.
Submit weekly progress reports and month-end business closure reports.
Report meetings, qualified opportunities, proposals, conversions, expected revenue, realised revenue and pending actions.
Present a monthly review covering target achievement, gaps, corrective actions and next month's plan.
Performance Parameters
The final numerical targets will be stated in the signed KPI annexure.
ParameterMeasurementQualified partnership pipelineValue and quality of opportunitiesPartner acquisitionRelevant partners onboardedPartnership activationPartners generating actual business activityRevenue generationRevenue attributable to approved partnershipsRevenue realisationPayments received and verifiedConversion rateQualified opportunities convertedExecutionAgreements, onboarding and launches completedReporting disciplineTimely and accurate CRM/MIS updatesLeadershipCoordination, ownership and resolution of bottlenecks
First 30-Day Deliverables
Submit a 30-day strategic alliance plan.
Identify and document a qualified target-partner pipeline.
Initiate and document relevant partnership discussions.
Submit proposals and follow-up schedules.
Demonstrate a credible conversion pipeline with expected timelines.
Work towards the first activated partnership and revenue-generating opportunity, against the targets agreed at appointment.
Revenue Target Achievement
Review & Performance Management
Performance will be reviewed against the written KPI annexure and agreed timelines. Where performance falls short, the Company may conduct a documented review, provide feedback, set corrective milestones or initiate a performance improvement process, in accordance with the employment terms and applicable law.
Required Competencies
Senior-level business development and negotiation
Energetic and honest toward the work
Institutional and corporate relationship management
Commercial and revenue orientation
Partnership activation and execution
Team recruitment, leadership skills and coordination
Reporting discipline and CRM usage
Professional communication and ethical conduct
Appointment Conditions
The employee will be required to comply with company policies, confidentiality and intellectual-property obligations, approved commercial terms, reporting hierarchy and all applicable employment conditions.
The appointment letter and KPI annexure will specify compensation, probation, notice period, targets, incentive eligibility and review procedures.
Remuneration (Subject to target achievement) - min 15LPA to max 30 LPA depends on interview rounds
Incentive structure- Quarterly - Subject to target achievement

Work arrangement
No