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Revlon Sr. Manager, Marketing – Beauty Care in New York, New York


At Revlon, we believe in the transformative power of beauty which connects us to the world and enables us to realize our best selves. We are nimble and bold with a deep passion for beauty and strive for excellence in all we do. We are strategic brand builders, developing brands that delight consumers around the world. Come be a part of the Revlon team!

Major Duties:

  • Leadership role that manages all aspects of the marketing mix: develops and executes brand plans, innovation strategy, and go-to-market activities to achieve brand objectives, with responsibility for core inline portfolio and innovation.

  • Provide category expertise and leadership, analyzing portfolio and competitive category to make recommendations on new product launches, pricing strategy, and portfolio rationalization based on sales and profit analysis.

  • Manage the development and execution of the category’s new product development process from ideation to launch including (but not limited to) developing concept/claims/storytelling, creative and pack design brief based on consumer insights, and financial business case recommending cost of good and pricing targets.

  • Lead brand asset development in partnership with Internal Creative Agency, including briefing, shoots, and tool kit creation.

  • Monitor and analyze sales volumes, market trends, digital and promotional initiatives, and competitive activity with emphasis on utilizing data to drive action.

  • In partnership with Sales and Trade Marketing, identify trade needs/ opportunities; develop pricing and distribution strategies, prepare presentations for cycle and strategy meetings with retailers.

  • Develop and manage the marketing support activations to drive core base business and new products in the areas of marketing plan development and execution

  • Develop communications briefs (Consumer promotions, Coupons, PR)

  • Partner with Creative and Retail Execution departments on in-store merchandising and POS requirements

  • Partner with PR agency to develop marketing plans to drive awareness and conversion

  • Manage Marketing budgets and Brand P&L.

  • Lead, develop, and coach 1 junior direct report.

Knowledge and Skills Required:

  • Strong strategic, analytical, and problem-solving skills.

  • Knowledge in all areas of marketing including the ability to provide analytical insights, develop and implement marketing programs.

  • Ability to innovate, develop, and execute against all product initiatives.

  • Must be a self-starter.

  • Ability to lead and work collaboratively with large cross-functional teams, work independently, and take initiative when appropriate.

  • Creative strategic thinking and flexibility – ability to multitask and handle pressure in a fast-paced environment.

  • Time/project management skills and ability to prioritize projects as necessary.

  • Good verbal and written communication skills, with executive presence and ability to influence.

  • Knowledge of, advertising and sales and their marketability, sales and expense budgets, inventory, profit, and loss.

  • Leadership experience managing team members.

  • Possesses an entrepreneurial approach to driving business.

  • Knowledge of market trends and consumer preferences

  • Excel, PowerPoint, Nielsen, or IRI.

  • 6-7 years’ experience in marketing or brand management, a minimum of 2 years as a brand manager.

  • Experience in color cosmetics and/or beauty and/or personal care categories a plus

  • Must be passionate about the beauty/personal care industry

Minimum Education Required:

  • A bachelor’s degree is required, and an MBA is ideal.

  • 6-7 years of relevant experience in brand management, a minimum of 2 years in a brand manager role


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)