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Manager, Category Management
Revlon
Chicago, IL, United States
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Job Details
Description
Key Responsibilities:
• Provide detailed analysis and insights for Beauty Care Brands
• Develop category strategies based on shopper insights and trends to drive category and market share growth and partner with cross-functional teams to drive execution
• Develop fact-based selling stories leveraging syndicated data sources and all available resources to support growth (inclusive of category dynamics, assortment opportunities and optimization)
• Act as internal liaison with multiple cross-functional partners to share Category Management news & insights as it impacts business performance
• Drive continuous improvement of team’s current methods, approaches and capabilities adapting with changing business needs to achieve more efficient and better insights
• Provide periodic and ad hoc customer analysis reporting
You:
• Bachelor’s Degree (required) + MBA (preferred)
• 3+ years analyzing CPG categories
• Advanced proficiency with Microsoft Excel (i.e. pivot tables and Vlookups)
• Experience with IRI or Nielsen (required)
• Loyalty experience (nice to have)
• Strong analytical skills with proven ability to interpret data and link category management data to retailer/business scenarios
• Demonstrated ability to take initiative and be flexible in a fast paced, dynamic team environment
• Strong interpersonal, communication and collaboration skills
• Creative and detail-oriented in ambiguous situations with a focus on execution
Qualifications
Skills
Behaviors:
Motivations:
Education
Experience
Licenses & Certifications
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.