New
MARKETING PROGRAM MANAGER
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![]() United States, Virginia, Mechanicsville | |
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Carter Machinery Company, the authorized Caterpillar dealer serving Virginia, West Virginia, Maryland, Delaware and Washington D.C. is hiring a Marketing Program Manager in Richmond, Virginia. The Marketing Program Manager is responsible for the coordinated organization, direction and implementation of strategic marketing programs broken down into a multitude of projects and transformation activities to achieve outcomes, drive value, and demonstrate MROI (Marketing Return on Investment). Seeking candidates with a minimum of five years of experience in marketing and/or communications management with exposure to B2B and B2C environments. Previous Marketing Project Management experience. Specific experience with digital channel development/management, marketing automation, SEO/SEM, and/or social media will be viewed as advantageous. College degree preferred.
Requirements for the Marketing Program Manager position include:
Physical requirements must be met for the Marketing Program Manager including the abilty to sit and talk or hear. The employee is frequently required to stand; walk; use hands to finger, handle, or feel and reach with hands and arms. Employee may occasionally lift and/or move up to 20 pounds. Specific vision abilities required by this job include close vision, distance vision and ability to adjust focus. This job description is not intended to be all-inclusive. Additional duties may be assigned. Competitive Compensation and Benefits:
Carter Machinery Co., Inc. is an EEO/AA Employer. All qualified individuals - including minorities, females, veterans, and individuals with disabilities, or any other characteristic protected by law - are encouraged to apply. Carter Machinery is a drug-free workplace 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) |