RESPONSIBILITIES

• Analyze consumer, market, & retailer trends via scanning data, consumer research, and secondary sources to identify key insights and translate analysis into strategic business decisions.
• Make frequent recommendations and/or decisions related to promotions, products, pricing, and other key initiative that will impact the brand’s short- and long-term success.
• Demonstrate strong team leadership and project management, working with coworkers in various cross-functional assignments to drive positive business results.
• Assist in building and managing P&L for assigned business and initiatives to meet financial goals.
• Work with Sales Team to deliver sales objectives. Create effective sell stories to gain strong trade support and product distribution using relevant category and consumer data.
• Assist in management of brand’s annual budgets for marketing, research, art design, etc.
• Assist in development and execution of marketing plans for assigned base and new products, including traditional & digital media, promotional packs, trade support, etc.
• Work with outside agencies assigned to the business to deliver exceptional results (media, graphics, etc.)
• Assist marketing leadership in building brand plans, guiding the organization’s thinking, driving change and action to improve sales, profitability, and long-term viability.
• Demonstrate the leadership and strategic thinking needed for both the current position and a future position as a Brand Manager

REQUIREMENTS

DEGREE/MAJORS:

• BS, BA (Business or Marketing degree preferred)
• MBA preferred
• Preferred: 1-3 years applicable experience
• Travel less than 15%; domestic

Education

• Bachelors or better in Business Administration or related field

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)