Director of Strategic Marketing

Director of Strategic Marketing

Salt Lake City, UT

Job Type

Full-time

Description

Wheeler Machinery, Co is looking for a dynamic Director of Strategic Marketing to be based out of our Salt Lake City, UT corporate location. The Director of Strategic Marketing is responsible for leading market analysis and insights that drive strategic go-to market choices (where to play, how to win) to accelerate pipeline growth across the company's core industries: Construction, Mining, and Power & Energy.

We are looking for a proven leader who operates with a sense of pride and ownership over their work. This role will be a key leader in the Marketing organization and will be highly visible and influential throughout the organization.

This will initially be a hands-on role supporting business units as well as helping to build systems, tools, and processes to elevate and develop best practices. While hands-on initially, it is anticipated that this role will be able to build a high performing team as we scale and grow.

Key focus: leading all aspects of go-to market strategy development across our GTM verticals

• Defining TAM / SAM

• Market segmentation

• Voice of customer (VOC)

• Competitive intelligence

• Understanding macro/micro trends

• Value propositions and differentiation

• Developing ideal customer profiles (ICP)

Working in close collaboration cross-functionally with Sales, Rental, Parts, and Service, the Director of Strategic Marketing translates insights into measurable business results to accelerate growth in alignment with overarching GTM strategies.

Duties and Responsibilities

• Utilizing prior experience and leadership, install best in class methodologies, tools, and processes to model strategic insights and turn them into actionable activities.

• Own market sizing and segmentation, defining and aligning TAM / SAM across GTM verticals as well as across channels

• Develop market maps and segmentation analysis for GTM verticals that drive meaningful insights and behaviors related to product categories, regions, customers, and industries. Leverage insights to define ICPs that are actionable by Sales and Marketing teams.

• Proactively lead and leverage VOC programs to identify key value propositions and points of differentiation. Utilize VOC to shape channel preference, messaging, positioning, and to drive overall customer experience strategies.

• Build and maintain a deep fact-based understanding of macro and local drivers, short and long-term industry trends, customers, competitors, and emerging technologies.

• Analyze complex and dynamic value chains, validate market assumptions through primary and/or secondary research and voice of customer initiatives. Collaborate with commercial and other leaders to determine value gaps and guide growth initiatives to drive sales and margin expansion.

• Serve as a strategic resource, working closely with marketing and demand generation teams to develop compelling campaigns and messaging to address value gaps and to create promotional strategies to ensure success.

• Actively participate in industry and trade associations to drive positioning, brand awareness, and thought leadership.

• Identify targets for business development opportunities in adjacent products or markets that will drive value and growth.

• Collaboration and alignment:

• Work closely with Sales, Rental, Parts and Service teams across GTM verticals to ensure an advanced knowledge of markets, driving refinement of where to play and how to win strategies.

• Partner with Demand Generation and other Marketing teams to accelerate campaign effectiveness and achieve growth goals.

• Provide meaningful reporting to leadership and commercial teams about changes in market outlook, market sizing and analysis, and emerging trends.

• Bring positive energy, partnership, and sense of ownership over your work and foster a culture of continuous improvement to drive "what good looks like" for the organization.

Qualifications

Education

• MBA or an advanced degree in a Business or related discipline required

Experience

• Minimum of 6-10 years of related experience with demonstrated success in strategic marketing or strategy development.

• Strong knowledge of market sizing and segmentation methodologies

• Prior experience with capturing and incorporating VOC into strategy development

• Prior experience leading teams and strategy development

Skills and Competencies

• Strong financial acumen and analytical thinker with relevant experience interacting with, building, and assessing complex business models.

• Engage and empower people, set high expectations & clear direction, drive & deliver performance and lead with agility.

• Pragmatic problem solver, methodical and hands-on with the ability to coach, develop and mentor team to solve complex problems.

• Self-driven, energetic, creative, and resourceful self-starter who demonstrates leadership skills and strong commercial acumen. Ability to work dynamically across functions.

• Excellent planning, execution, and project management skills.

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).

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)