The Sr. Director of Marketing will oversee all portfolios of Hood and Licensed Brands and will position the brands for continued success and future profitable growth by providing strategic vision and direction to the brand management team and by driving insight driven innovation with the research and product development team.
Essential Duties and Responsibilities:
• Develops brand positioning and strategy to build brand’s position in the marketplace while achieving business objectives.
• Fully understands and able to leverage brand positioning to set communication objectives and strategy across all brand touch points.
• Lead brand teams through annual business review and brand planning process; secure organization alignment against annual brand and business objectives and plans.
• Executes comprehensive marketing plans and programs, both short and long range, to support organization objectives.
• Partners with Sales Organization to hit brand/business objectives and to maximize effectiveness of marketing plans at retail/in market.
• Ensures effective control of marketing results, and takes corrective action to guarantee that achievement of marketing objectives falls within designated budgets.
• Develops and manages marketing operating budget.
• Lead post-analysis and ROMI for top marketing initiatives.
• Oversees and evaluates market research and adjusts marketing strategy to meet changing market and competitive conditions.
• Leverages consumer and competitive learning to drive relevant new product development, includes line extensions, brand extensions, and new brand development.
• Builds and executes launch plans for new products as well market expansion of existing products
• Evaluates and recommends distribution channel development programs.
• Directly manage Brand Management functions and personnel.
• Determines agencies and suppliers of record, and negotiates contract terms and conditions for major services.
• Partners with Research and Development team to develop the highest quality new product while optimizing quality of existing products.
Education and Experience:
• Master’s degree in Business Administration.
• 10-15 years of related experience in Marketing/Brand Management, preferably in a larger organization with a focus on a classic approach to brand management.
• Experience managing a broad portfolio of brands/businesses (preferably at least $300MM).
• Strong preference for candidates who have some sales experience (account management, trade marketing, or category management) in addition to marketing experience.
• Highly experienced in writing effective briefs and training team members to write briefs.
• Can demonstrate examples leading teams to create successful TV, print, and digital advertising assets.
• Significant quantitative experience leveraging syndicated and financial data.
• Managing multiple diverse team members, both directly and indirectly.
• Specific experience defining or redefining a brand positioning.
• Experience managing multiple agency partners.
Skills and Competencies:
• Highly adaptable and able to deal with frequent change, delays, or unexpected events.
• Builds rapport and establishes trust inside and outside the organization.
• Uses intuition and experience to complement data.
• Exceptional interpersonal skills.
• Highly resilient.
• Speaks clearly and persuasively in positive or negative situations.
• Excellent problem solving skills and effective use of resources.
• Displays original thinking and creativity.
• Competent in required job skills and knowledge.
• Develops subordinates' skills and encourages growth.
• Able to build morale and group commitments to goals and objectives.
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.