• Lead the development of digital strategies and tactical plans to enhance the Formica and FENIX brands, strengthen consumer relationships and drive sales within the established budget.

• Own, develop strategies for and daily work within Formica North America’s 12 Sitecore-based websites/CMS. In partnership with digital agency, manage the roadmap for improvements and upgrades. Work with Segment Leaders and Communications/PR Lead to ensure dynamic site content, and measure and report the outcomes of site initiatives.

• Serve as global digital champion, coordinating website roadmap with agency, Formica Europe and Formica Asia. Ensure open lines of communication, share relevant information, and strive for alignment across key platform functionalities and branding.

• Own and manage the North American Coveo search strategy, creating a strong cadence of content gap fixes, along with ongoing recommendations.

• Lead SEM efforts in partnership with media agency, and support Communications/PR Leader in delivering SEO activities.

• Oversee marketing automation and support Digital Marketing Strategist’s efforts to develop, test and optimize customer journeys.

• Train/Educate key Formica stakeholders, internal and external, on the value and opportunities inherent in the Digital space.

• Manage key agencies and suppliers to ensure that their work is strategically aligned, results-driven and on budget.

• Research and evaluate new processes, tools and technologies, and stay up-to-date on the latest developments in all relevant aspects of digital technology. Identify, build support case and recommend to Senior Leadership best-in-class solutions for Formica North America.

• Coach, develop and manage Digital Marketing Strategist.

• Manage the North America Digital budget.

• Serve on the North American Marketing Leadership Team, helping to build functional strategic plans, oversee staff development and build a positive departmental culture.

• Miscellaneous projects as assigned.

• BA/BS degree in Marketing, Communications or relevant field.

• 7+ years digital agency or in-house digital marketing experience required.

• Proven level of experience and technical understanding across a wide range of digital marketing disciplines — including website design and development, search, mobile, e-marketing and data management.

• Meaningful experience working in a CMS platform – Sitecore, WordPress, Drupal, Adobe, etc. – required. Sitecore experience preferred.

• Outstanding creativity, writing, editing and proofreading skills.

• Well-organized with ability to multi-task and think outside of the box.

• Excellent interpersonal and communication skills with the ability to work effectively as a member of marketing team and multiple cross-functional project teams.

• Detail-oriented self-starter with the ability to prioritize projects, work within short time frames and meet deadlines.

• Ability and willingness to take on a variety of roles from leader to strategic contributor to tactical implementer in lean organization with limited support infrastructure.

• Demonstrated coaching skills and ability to help direct report(s) grow as digital practitioners and marketing professionals.

• Up to 20% travel, domestic and international, including Canada, Mexico, and Europe.

• Medical & Prescription Drug Coverage

• Dental Coverage

• Flexible Spending Accounts (Healthcare and Dependent Care)

• 401(k) Savings Plan with Matching provision

• Paid Time Off

• Paid Holidays

• Tuition Reimbursement

• Life & Voluntary Optional Life Insurance

• Short-Term Disability Coverage

• Voluntary Long-Term Disability Coverage

• Employee Assistance Program

• Employee Product Purchase Discount

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)