Director of Marketing- Hazardous Waste Division

Job Description

Job Description

Who We Are Looking For

We are looking for a commercially driven, analytical, and self-directed marketing leader ready to own a division outright for the first time — or to take a meaningful step up in complexity and autonomy.

This is a build role. You will inherit a growing, multi-brand, multi-country portfolio without an existing team, and your first task is to bring structure, clarity, and commercial accountability to it. You should be energized rather than daunted by that: comfortable rolling your sleeves up on execution while simultaneously designing the operating model, processes, and eventual team structure that will scale the division.

You thrive where strategy, execution, and cross-functional alignment intersect. You are practical over theoretical, decisive with imperfect information, and confident influencing senior stakeholders without formal authority over them. You are curious about a segment you may not know deeply yet, and willing to become the internal expert on it.

Role Overview

Daniels Health is seeking a commercially minded Marketing Director to lead end-to-end marketing strategy and execution for our Hazardous Waste Division across the United States, Canada, and the United Kingdom — a portfolio of three distinct brands serving the non-healthcare hazardous waste segment.

Reporting directly to the Chief Marketing Officer, this role owns market positioning, commercial go-to-market, and measurable pipeline contribution for the division. It sits alongside our Healthcare Waste marketing leadership within a wider global marketing function, drawing on shared digital, design, content, and marketing operations capability while retaining full ownership of divisional strategy and outcomes.

This position is dedicated exclusively to the hazardous waste segment. It is not a healthcare marketing role.

 

What You Will Do

Divisional Strategy & Positioning

• Own and evolve the marketing strategy for the Hazardous Waste Division and its constituent brands, ensuring alignment to commercial targets and regional market requirements.
• Develop value messaging and positioning frameworks for each brand that reflect current market needs, competitive dynamics, and sales insight.
• Identify and prioritize growth opportunities across brands, regions, and service verticals, applying a clear rationale for where investment is directed and where it is withdrawn.
• Serve as the internal subject matter authority on the hazardous waste market, competitive set, and buyer landscape.

Commercial Alignment & Revenue Enablement

• Partner with regional Sales Leadership to develop and execute integrated go-to-market programs that increase pipeline generation and accelerate revenue.
• Build understanding of market trends, revenue and margin characteristics across customer and service verticals, and translate that into refined investment focus.
• Own commercial marketing content for the division — including proposals, sales presentations, capability materials, and RFP support — ensuring consistency, quality, and commercial relevance.
• Drive internal adoption of marketing programs across sales teams: set benchmarks, establish process accountability, and bring stakeholders on the journey.

Campaign & Channel Direction

• Define campaign strategy, audience focus, and messaging across all divisional channels, partnering with the Digital and Demand Generation function to execute paid media, SEO, email automation, and conversion pathways.
• Ensure cross-functional alignment with Content, Design, Digital, and Sales to deliver cohesive, high-impact initiatives.
• Maintain clear ownership boundaries: this role owns divisional messaging, audience strategy, and commercial priority; channel execution is delivered in partnership with shared services.

Analytics, Reporting & Accountability

• Establish and maintain a reporting framework that measures marketing effectiveness, channel performance, and pipeline contribution for the division.
• Own monthly divisional pipeline reporting, translating data into insight, recommendation, and action for commercial stakeholders.
• Manage the divisional marketing budget with accountability for ROI and investment efficiency.

Standardization & Integration

• Build repeatable processes, frameworks, and templates that allow the division to scale without proportional headcount growth.
• Support the integration of newly acquired hazardous waste businesses into a cohesive marketing ecosystem, driving project-level accountability for brand and system integration.
• Identify and operationalize AI-driven and emerging technology solutions that improve campaign efficiency, reporting sophistication, and internal workflow.

Building the Function

• Define the future-state structure for divisional marketing, including role scope, sequencing of hires, and capability requirements.
• Recruit, onboard, and develop direct reports as the division scales, with a target team of 2–3 within 12–18 months.
• Establish the working model between this division and the wider global marketing function, including hand-offs, service levels, and escalation paths.

Success Indicators

First 90 Days

• A working command of the three brands, their markets, buyers, and competitive position, evidenced through a documented divisional assessment.
• Established baseline reporting: current-state pipeline contribution, channel performance, and budget allocation across all three markets.
• Working relationships established with Sales Leadership in each region, with agreed commercial priorities for the year.
• A clear articulation of where the division is under-invested, over-invested, and mis-positioned.

First 180 Days

• A divisional marketing strategy and investment plan endorsed by the CMO and regional Sales Leadership.
• A structured reporting and analytics framework live, with KPIs tied to pipeline and revenue contribution.
• At least one integrated campaign launched with measurable early commercial momentum.
• Standardized commercial content assets in place across the three brands.
• A proposed future-state team structure with role definitions and hiring sequence.

First 12 Months

• Demonstrable improvement in divisional pipeline contribution attributable to marketing.
• Consistent brand governance and positioning across all three brands and three markets.
• First direct report hired and productive.
• Marketing recognized by Sales Leadership as a commercial partner rather than a service function.

Candidate Profile

Required

• 4+ years of marketing leadership experience in a commercial, growth-oriented environment, with demonstrated ownership of outcomes rather than activity.
• Proven success developing and mobilizing marketing strategy that directly supports revenue generation.
• Experience operating across multiple brands, regions, or business units.
• Experience managing marketing budgets with strong financial and analytical acumen.
• Proficiency in CRM systems for lead management, data tracking, and performance analysis (Salesforce preferred).
• Strong project management capability with a track record of delivering complex, cross-functional initiatives.
• Demonstrated ability to influence senior stakeholders across Sales, Digital, and Operations without direct authority.
• Comfort operating as a hands-on individual contributor while building toward a team.

Preferred

• Experience in industrial, environmental services, logistics, or another considered B2B sales environment.
• Experience supporting international businesses, or exposure to multi-country marketing requirements and regulatory nuance.
• Expertise in email automation platforms (Account Engagement / Pardot preferred).
• Experience with brand standardization across a multi-brand or multi-region organization.
• Experience contributing to M&A or business integration from a marketing perspective.
• Prior experience hiring or building a small team.

Character Competencies

• Leadership: Positive, collaborative, and able to build strong relationships internally and externally while executing on deliverables.
• Achievement Drive: Sets demanding goals for self, dissatisfied with average performance, and sees tasks through irrespective of obstacles.
• Business Sense: Identifies opportunities that increase sales and profitability; decisive in terminating activity that is not producing results.
• Strategic Perspective: Rises above detail to see patterns, trends, and implications before planning or acting.
• Planning & Organizing: Plans priorities and allocates resources well; able to manage multiple, diverse, and conflicting projects.
• Self-Direction: Comfortable in ambiguity, willing to make decisions with incomplete information, and able to build structure where none exists.

Why This Role Is Different

• You own commercial outcomes for a division, not a channel or a campaign calendar.
• You are building the function, not inheriting it — the operating model and team structure are yours to define.
• You operate across three brands and three countries with direct access to the CMO.
• There is a defined growth path: this role is scoped to expand in scope, team, and remit as the division scales.

Special Requirements

This role includes periodic international travel; a valid passport is required. The role requires flexibility to work with stakeholders across multiple time zones.

 

The listed pay range for this position may have a potential eligible bonus incentive. Actual compensation within this range will depend on factors unique to each candidate, such as prior experience, skill, certifications, and work location. Pay variations by location reflect local conditions and differences in the cost of labor.

At Daniels Health, we are committed to supporting our employees’ well-being, work-life balance, and career growth through a comprehensive benefit package. Eligible employees enjoy benefits such as medical, dental, and vision insurance, retirement savings plans with company match contributions, paid vacation and sick time, wellness resources, life insurance, and professional development opportunities.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information abo