- Advance the marketing process for each office under your dedicated territory and maximize the sales output
- Advance retail marketing concepts that support our offices and build our brand
- Strategic planning with the Regional Director to deliver and maximize the marketing budget based on yearly
- Monitor and review weekly/monthly the marketing results of the plan to maximize performance for continued
- Coordinate the execution of the marketing plan, while driving monthly goals for achievement
- Follow the marketing process
- Other duties/responsibilities as assigned
- Education (i.e. 4-year college degree, license, certification)
- Experience (i.e. years of work experience related to the job)
- Knowledge of computer tools required.
- Knowledge of market analysis tools required.
- Excellent written, verbal and presentation skills in English required
- Ability to work and travel independently required
- Budget management and accountability required
- Microsoft InDesign (basic level) for designing requirements
- Standard office conditions
- Standard office equipment
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Regional Marketing Manager - Eden Prairie, United States - Starkey Hearing Technologies
Description
Starkey is a world leader in the manufacturing and distribution of advanced hearing technologies. We are in the business of connecting people and changing lives.Our teams come to work each day focused on ensuring people everywhere have the products and services they need to hear better and live better.
Founded in 1967 by Bill Austin, Starkey is known for our cutting-edge hearing health innovations, industry-leading research and development, and not being afraid to push the edge of what's possible.
We are headquartered in Eden Prairie, Minnesota, have over 5,000 employees in 29 facilities across the globe, and do business in more than 100 markets worldwide.
The Retail Marketing Manager is responsible for leading the Retail territory marketing efforts.
This position requires strong leadership skills, excellent strategic thinking vision and 3-5 years of marketing experience including marketing budgeting, planning, execution, and measurement designed to drive our offices forward.
A collaborative attitude is critical to success in this position, as it will require continued integration and contact with marketing specialists, regional managers, regional directors, and other leaders within the organization.
The overall goal is to fully develop each office's marketing process such that additional units can be ordered and sold confidently.
T Responsible for the overall advertising plans/schedules as well as understanding the business and where it can thrive.JOB RESPONSIBILITIES/
RESULTS:
office footprint for both traditional and digital marketing and increasing the marketing
awareness/ownership percentage continuously.
that can be developed through consumer marketing.
o Understand the revenue goal potential for each office by living into the customer lifecycle and
maximizing potential
o Manage and monitor campaign results, track by office and region. To be reported weekly/monthly to
the Regional Director along with key insights and suggestions for improvement
entire territory for continued office growth within the network.
o Define the right way to market for an office to maximize overall patient visits
o Develop the plan to achieve the goal
o Execute & Measure the plan
o Review and adjust the plan to help the office achieve their goal
JOB REQUIREMENTS
Minimum Education, Certification and Experience Requirements
preferred. Work experience in a fast-paced sales environment preferred
Knowledge / Technical Requirements (List programs, technologies, knowledge required to perform essential job
responsibilities)
communicate details and requests with professionalism and accuracy)
WORK CONTEXT
Working Conditions (i.e. standard office conditions, sitting, lifting, etc.)
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 c)