Business Development Associate Manager

Corpay; City Of London; Hybrid; GBP 100,000 - 150,000; Full time

Benefits offered by this job

25 days annual leave

Buy/sell up to 5 days annually

Pension scheme (3% employee, up to 5%"

Private medical insurance

Gratitudes discounts

LinkedIn Learning access

Job summary

Corpay is hiring a Business Development Associate Manager in London to lead the Enterprise & Payments Sales growth. You will build the sales framework, design end‑to‑end lead generation playbooks, and define operational SLAs for BDAs.

You’ll collaborate with enablement, marketing, and product to craft training and collateral and manage the promotion path from BDA to Junior BDM. You will report to the SVP of Payments Solutions, implement data standards for pipeline metrics, and drive onboarding,

Qualifications

• 10+ years in B2B sales and sales leadership, with at least 5 years in payments, merchant services, fintech, or financial services.
• 3+ years managing quota‑carrying sellers, including experience managing or developing other leaders.
• Demonstrated experience building a sales playbook, enablement program, or seller career path from scratch — not just executing one someone else designed.
• Track record of ramping junior or newly promoted sellers to productivity, with numbers to support it.
• Deep working knowledge of the payments landscape.
• Analytical fluency: comfortable defining metrics, building a funnel model, and defending both to an SVP.
• Executive presence with internal leadership, partners, and enterprise prospects.
• Proficiency with Salesforce & Salesloft as a program design and inspection tool.

Responsibilities

• Build and own the sales framework and playbook.
• Designing the end‑to‑end payments lead generation playbook, from prospecting to closing for a meeting.
• Defining the operational framework, coverage models, and SLAs for BDAs.
• Establishing CRM stage definitions and data standards for measurable pipeline tracking.
• Updating the playbook continuously to reflect market, regulatory, and product changes.
• Partnering with enablement, marketing, and product to create practical training and collateral.
• Own the promotion program from BDA to Junior BDM.
• Designing the end‑to‑end promotion path, competency scorecards, and assessment processes.
• Establishing key program metrics, including ramp attainment, promotion rates, and retention.
• Partnering with inside sales leadership and HR to build individual development plans.
• Building the 90–120 day onboarding and ramp curriculum for newly promoted executives.
• Reporting program performance to the SVP and refining criteria based on results.
• Manage the Payments Sales Executive team.
• Managing newly promoted/hired Junior BDMs through regular coaching, pipeline reviews, and forecasting.
• Setting clear performance standards, activity expectations, and individual quotas.
• Coaching reps on live calls to build long‑term sales competency.
• Driving team retention, engagement, and operational continuity as the organization scales.
• Run the business
• Analyzing funnel metrics, conversion rates, and win/loss patterns to optimize performance.
• Proposing data‑driven adjustments to processes and target markets.

Skills

B2B sales leadership

Payments / fintech knowledge

Sales playbook design

Quota management

CRM: Salesforce

Tools

Salesforce

Salesloft

Job description

Your role, what you'll be doing, what we need

Corpay is currently looking to hire a Business Development Associate Manager within our Enterprise & Payments Sales division. This position falls under our Cross-border Integrated Payments line of business located in Moorgate, London. In this role, you will build the machine that produces payments sellers, creating sales programmes to engage and promote our new and existing BDA teams, and development plans to support them in their first 6 months with us. You will report directly to SVP of Payments Solutions and be accountable for the productivity of the seller pipeline as a program, with defined metrics, at the executive level.

How We Work

As a Business Development Associate Manager, Corpay will set you up for success by providing:

• Assigned workspace in Moorgate, London office
• Company-issued equipment
• Formal, hands‑on training
• Hybrid working options, 3 days a week in the office

Role Responsibilities

• Build and own the sales framework and playbook
• Designing the end‑to‑end payments lead generation playbook, from prospecting to closing for a meeting
• Defining the operational framework, coverage models, and SLAs for BDAs
• Establishing CRM stage definitions and data standards for measurable pipeline tracking
• Updating the playbook continuously to reflect market, regulatory, and product changes
• Partnering with enablement, marketing, and product to create practical training and collateral
• Own the promotion program from BDA to Junior BDM
• Designing the end‑to‑end promotion path, competency scorecards, and assessment processes
• Establishing key program metrics, including ramp attainment, promotion rates, and retention
• Partnering with inside sales leadership and HR to build individual development plans
• Building the 90–120 day onboarding and ramp curriculum for newly promoted executives
• Reporting program performance to the SVP and refining criteria based on results
• Manage the Payments Sales Executive team
• Managing newly promoted/hired Junior BDMs through regular coaching, pipeline reviews, and forecasting
• Setting clear performance standards, activity expectations, and individual quotas
• Coaching reps on live calls to build long‑term sales competency
• Driving team retention, engagement, and operational continuity as the organization scales
• Run the business
• Analyzing funnel metrics, conversion rates, and win/loss patterns to optimize performance
• Proposing data‑driven adjustments to processes and target markets

Qualifications & Skills

• 10+ years in B2B sales and sales leadership, with at least 5 years in payments, merchant services, fintech, or financial services.
• 3+ years managing quota‑carrying sellers, including experience managing or developing other leaders.
• Demonstrated experience building a sales playbook, enablement program, or seller career path from scratch — not just executing one someone else designed.
• Track record of ramping junior or newly promoted sellers to productivity, with numbers to support it.
• Deep working knowledge of the payments landscape
• Analytical fluency: comfortable defining metrics, building a funnel model, and defending both to an SVP.
• Executive presence with internal leadership, partners, and enterprise prospects.
• Proficiency with Salesforce & Salesloft as a program design and inspection tool.

Benefits & Perks

• 25 days’ annual leave plus 8 bank holidays
• Option to buy or sell up to 5 days of annual leave annually through the benefits enrolment window
• Pension scheme with a minimum 3% employee contribution and up to 5% employer contribution from Corpay
• Private Medical Insurance through Vitality with no excess payable by employees; Corpay covers the standard £250 excess charge
• Access to the Gratitudes benefits platform, offering flexible discounts, supermarket savings of 4–5%, and a range of exclusive employee offers
• Free access to LinkedIn Learning, with thousands of courses to support ongoing professional and personal development

#LI-RL1 #LI-hybrid

About Corpay

Corpay is a global technology organization that is leading the future of commercial payments with a culture of innovation that drives us to constantly create new and better ways to pay. Our specialized payment solutions help businesses control, simplify, and secure payment for fuel, general payables, toll and lodging expenses. Millions of people in over 80 countries around the world use our solutions for their payments. At Corpay, we are committed to fostering an inclusive and respectful workplace where employees are valued for their diverse perspectives, experiences, and contributions. We believe that diversity, equity, and inclusion strengthen our teams, drive innovation, and support our continued success globally.

Notice to Recruitment Agencies and Search Firms

Corpay does not accept unsolicited resumes from agencies or search firms without a valid written agreement in place. Any unsolicited candidate submissions will become the property of Corpay, and no fees will be paid related to such submissions.

Learn more about Corpay: https://www.corpay.com

Transparency & Compliance

Equal Opportunity Employer Corpay is committed to providing equal employment opportunities to all applicants and employees. Employment decisions are made without regard to race, color, religion, sex (including pregnancy), gender, gender identity or expression, sexual orientation, national origin, ancestry, age, disability, marital status, genetic information, military or veteran status, or any other characteristic protected by applicable law. Corpay is committed to fostering an inclusive workplace where individuals are respected and valued for their diverse perspectives, experiences, and contributions. If you require reasonable accommodation during any part of the application or interview process, please notify a representative of the Human Resources Department.

Use of Artificial Intelligence in Hiring

Corpay may use artificial intelligence (AI) and other technology-enabled tools to support certain aspects of the recruitment process, such as application screening, candidate assessment, or interview scheduling. These tools are designed to enhance efficiency, consistency, and fairness throughout the hiring process. AI tools do not make final hiring decisions. All employment decisions involve human review. Corpay is committed to the responsible use of AI, including appropriate oversight and safeguards designed to support fair and unbiased outcomes.

Candidate Privacy Notice

For information about how Corpay processes personal information during the recruitment process, please review our Candidate Privacy Notice: https://www.corpay.com/privacy-policy.

Pay Philosophy

Corpay is committed to fair, equitable, and transparent compensation practices. Compensation decisions are based on objective, job‑related factors including skills, experience, qualifications, and market benchmarks. Where required by applicable law, salary or compensation ranges will be included in the job posting or provided prior to the interview process, where required by applicable law. Additional compensation elements such as bonuses, incentives, benefits, or variable pay may apply where applicable.

Fast-growing, global, rewarding, fun, involved – at Corpay, we are all of these and more. If you are an experienced and self‑motivated professional who can perform at a high level, you will be rewarded. If you have great ideas, we want to hear them. If you want your career to grow at the same rapid pace as our organization, this is the place for you. Whatever your area of expertise, you can take it to the next level at Corpay.