Our client is looking for the right person to join the organization that is energized by the dynamics of an entrepreneurial work environment. If you thrive on change, run with new challenges and are a driven, take charge individual that builds consensus, motivates and energizes all those you work with, please read on.

We are a fast-growing, privately held company on the cutting edge of digital marketing. We made our mark by leveraging the power of purchase-based audience targeting to drive measurable online and offline sales. Our unparalleled dataset includes nearly every U.S. household and more than $1 trillion in consumer transactions down to the SKU level. No other firm is better positioned to deliver the right message to the right audience right now. (That combination of stability and innovation is an important reason why top venture capital firms continue to fund our growth).

With a true entrepreneurial work environment, you get all the excitement of an emerging company, coupled with a proven 10-year track record of sustained profitability.

The Leader of our CPG Client Solutions group will simplify and accelerate processes that lead to sustainable account revenue growth, establish frameworks to commercialize products to appropriate client segments, and engage in account interactions to build client business. You will partner with Product and Account teams to accelerate sustainable CPG revenue growth by defining the best way to deliver products to our current and future clients.

Primary responsibilities include:

•Provide direct client interactions, including consulting and direct sales support
•Determine campaign feasibilities and develop recommendations for specific client solutions
•Partner w/Account leads and Product to deliver client RFP responses and proposals
•Ensure all client commercial transactions and programs executed flawlessly
•Partner with CPG Account team to deliver annual revenue goals
•Develop and deliver sales training to our account team
•Create innovative client-specific solutions selecting from a broad range of products that meet client needs
•Inspires confidence and attains “trusted partner” status at client and agencies
•Develops broad and deep client relationships with key internal and external client stakeholders
•Applies thorough understanding of client’s needs, organizational dynamics and industry trends with deep knowledge of products & solutions to create exceptional client value propositions
•Shared accountability with Account team for client Customer Satisfaction Score results

Here’s a summary of the skills you’ll need for this position:

•Possesses deep digital marketing domain expertise, particularly deep understanding of the client “buy-side” perspective. Media buying/selling background ideal.
• Significant CPG industry (CPG) experience and interaction
•Experience leading and executing multi-faceted marketing programs in the CPG industry
•Comfortable with technology and analytics; understands performance marketing and can effectively lead discussions
•Has proven track record of engaging and closing clients generating new account revenue for new clients and growing existing account revenue
•Excels under pressure; balances need for client responsiveness and internal process
•Demonstrated results orientation: delivery of revenue targets and business growth
•Experienced engaging with executive decision makers, strong executive presence and great presentation skills

We’ll pay you to have a great time, too.

Our Benefits

We offer competitive plans for medical, dental, flexible spending, life insurance, stock options, and a 401(k) 17+ days of PTO and 10 paid holidays.

We encourage community by providing a variety of activities that focus on fun, community service, health and wellness, and education.

Apply online to Sue Kunimune at sue@Kunisearch.com. She can tell you all about our extra’s and the nuances of this position.

Collaborate with in-country counterparts in Mexico, Central America and South America to develop a consistent strategy for revenue and market share growth of key corridors and regions

Carry out deep customer, market and industry analysis to inform strategy and build a multi-brand consumer segmentation model with an emphasis on improving customer retention and acquisition to profitably expand customer base across the brand portfolio.

Work with Business Intelligence, Customer Strategy & Analytics to identify consumer needs/wants and deepen understanding of existing and un/underserved segments via consumer segmentation.

Work with broader Product Management team to develop product portfolio and cross-sell opportunities which will most effectively address these needs, ensuring a focus on the most profitable consumer segments

Work with Distribution & Delivery team to support consumer experience improvements across the business to enhance our value proposition.

Create product positioning with Portfolio Management and Marketing team to target existing and new consumer segments in all channels

Provide insight and leadership to the development of the communication and marketing strategy.

Provide clear direction and priorities for the Marketing team to develop effective programs aimed at specific customer segments to meet business goals and generate profitable growth for the business.

Manage cost center expenses and strive to improve overall cost structure throughout the value chain.

Skills:
Experience in successfully developing product strategy and managing a product portfolio targeting US Hispanic consumers.

Direct P&L management experience.

Experience in consumer segmentation and consumer life cycle management.

Experience in managing and optimizing profitability of a brand portfolio.

Experience in evaluating market trends and competitive dynamics.

Ability to work in a collaborative manner across an organization to achieve results.

Extensive analytical experience (consumer, financial and market), including translating data into insights to articulate business recommendations.

Experience in partnering with external organizations and forming strategic alliances.

Proven leadership abilities with particular focus on initiating and driving change.

Exceptional communication skills.

Candidate Requirements:

University degree (MBA preferred)

12 to 15 years applicable experience

Fluency in Spanish and English languages

Please send your resume to Sue Kunimune, Kunimune & Associates, Executive Search Sue@kunisearch.com

Work for a company that distributes one-third of the medicines used every day to the nation’s hospitals.

You would be a key driver of the development of product management, marketing plans and activities for the largest pharmaceutical distributor in North America of medicines, medical supplies and information technologies that enable the health care industry to provide patients better, safer care.

In this position you would be working with the Healthcare Technology Solutions group. Their hospital information system solutions include electronic health record system (EHR) and clinical decision support systems. They serve diverse areas within the health industry by offering solutions such as pharmacy automation and medical claims management soft Time and Attendance and additional workforce management solutions to establish, enhance or distinguish product placement within the competitive arena.

Responsibilities:
Develops product plans, business plans and product positioning in the marketplace
Oversees market research, monitors competitive activity, and identifies customer needs
Establishes pricing and marketing strategies
Interfaces with engineering, services, support and sales to develop new products or enhance existing product(s) or product lines(s).

Location: Preference – Durham, NC
Travel: 30 %
Minimum Requirements
8+ years of experience in product management or product marketing
preferably with workforce management solutions.
Healthcare experience strongly preferred
Education
MBA preferred in Marketing, Business or related field or equivalent experience

Our client believes you should be rewarded for the important work you do. For that reason, you’ll receive a competitive compensation and benefits package when you join our team.

POSITION SUMMARY:

Supports corporate and regional client (s) through analysis and integration of multi-source data (including syndicated, competitive, economic, CRM, GCC, etc.) to drive insights to action.

KEY RESPONSIBILITIES:
• Build, maintain and deploy aligned marketshare report at Global, Regional, Local, and Brand levels (as appropriate) utilizing available marketshare data on a bi-monthly basis.
• Develop and deploy quarterly ELC Portfolio “State of the Business” report utilizing integrated insights to include relevant economic, population, industry, macro-consumer trends, marketshare, competitor analysis, consumer (e.g. tracking studies), GCC, CRM, Digital, Social, etc.
• Develop and deploy ad hoc analysis to support regional client(s), focusing on North America and Brazil priorities. Analysis and reports include:
o Market Performance by Channel. Generate and maintain standardized reports to measure performance by channel and key Prestige and
department stores, specialty-multi retailers (e.g. Sephora, Ulta), online sales, mass, and salon.
o Market Performance by Category & Sub-Category. Generate and maintain standardized reports to measure category and sub-category
performance by market.
o Competitive Performance Analysis. Generate and maintain standardized reports to monitor large volume and fast growing competitors by
market, as well as key large corporate/portfolio competitors (e.g. P&G, J&J, etc.)
• Conduct In-Depth Analysis Pertaining to Key Global Strategic Priorities.

Qualifications

• 5+ years related experience
• Extensive knowledge of high-level data analysis techniques
• Expert knowledge of analytics tools to include basic modeling and predictive analysis

EEO
We are an equal opportunity employer.

Premium content from Denver Business Journal – by Lisa Diaz

Sue Kunimune has a knack for anticipating what kinds of employees will be needed by companies that engage in increased ethnic marketing.

“In recent years, businesses have finally recognized the potential profit in marketing their goods and services to ethnic populations,” says Sue Kunimune, who started Littleton-based Kunimune and Associates in 2002.

The company, which specializes in recruiting for industries such as ethnic and product marketing, direct response, database account management and human resources, has grown from revenue of $35,000 a year and being part time to six-figure sales and a full-time endeavor.

Part of her business’ growth comes from anticipating changes in demand and the economy before it’s too late. Kunimune recognized the future demand for ethnic marketing as early as 2004, before businesses were ready to dedicate marketing efforts to it.

The disposable income of U.S. Hispanics in 2010 surpassed $1 trillion, according to a consumer insight survey performed by Miami-based Newlink Research, reported on garciatrujillo.com. Newlink said that figure will grow to $1.5 trillion by 2015.

“I always believed that we would need to recognize the purchasing power of the Hispanic customer and would have to meet those needs,” she says. The 2010 Census results show that the U.S. Hispanic population accounted for more than half the nation’s growth since 2000, according to Pew Hispanic Center in Washington, D.C.

Before starting her business, Kunimune worked in executive recruiting starting in 1993. She worked her way up to director of recruiting at First Data Corp., supervising 15 employees.

But in 2002, she adopted a little girl from China, and realized she had to reset her priorities for motherhood. Her corporate job would not allow for that, so she left First Data to start Kunimune and Associates.

Kunimune’s first three clients came from a company that had closed since she worked for it prior to joining First Data. Her first clients included a national oil company in Lakewood, a national database marketing company based in Colorado and a regional division of a financial services company in Denver.

Kunimune, who speaks Spanish as well as English, eventually focused her recruiting just on marketing employees. She also realized employers were going to need more workers who could speak Spanish. So she established Serving Up Spanish in 2004. At first, her customers were companies that realized they needed employees who often were the first point of contact for Spanish-speaking customers — such as hospitality and banking — to be able to converse in the same language.

Thus she established herself early in the ethnic-marketing trend as reliable to companies that needed bilingual employees. She was a natural choice to help global clients find bilingual/multicultural professionals who could help them grow their business. The people she finds have an in-depth understanding of consumers from other cultures.

Companies both in Denver and across the nation that did business overseas called on Kunimune to find them professionals who understood ethnic marketing. She’s done so, enabling such companies to address ethnic segments, including Africans now living in the Northeast United States, and Central and South Americas.

“Recruiting involves two customers: candidates and employers,” Kunimune says. “When the economy tanked in 2009, I launched a new part of my business that offered workshops and one-on-one consulting for the senior-level job seeker. The target customer was senior managers, primarily age 40 or older, who had been at the same job for eight or more years, had not been networking and needed guidance to launch their search.”

She worked with six to 10 people monthly. One example of someone she helped was when she improved the online profile for one of them. That helped her land three job interviews from companies that found her online.

To better serve her clients — whether employers or job candidates — Kunimune researched industry trends and invested time to get to know her clients as much as she could. Some companies allowed her to attend staff meetings and upper-management planning sessions.

She helped a client recently that’s a global leader in financial services. The company had spent considerable time interviewing 15 candidates for a director role, but hadn’t found the right person. Kunimune and Associates presented two candidates in a couple of weeks, and the client had a tough time choosing between them. Eventually one was hired, and is still there three years later.

It’s atypical for an entrepreneur to start a company on a part-time basis — especially when breaking into new areas of business, such as ethnic marketing.

Kunimune finds it challenging to balance work and family. “I eventually learned that the key was in the timing and flexibility,” she said. “For example, I could work through my emails during the 10 p.m. news while the family is asleep.”

Kunimune and Associates is expanding into interim management consulting. This is ideal for companies without a budget for a full-time commitment or who need temporary professional resources to step in.

Our clients are internet savvy in their searches for top talent, but they are not professional data miners. Find someone who is. There are so many ways to find talent—many recruiters use blogs and professional networks and contact conference attendees and speakers.

Trend #1: Use social media and in-depth data mining to discern where the real talent is.
Our clients value candidate relationships, but they don’t have the luxury to build and nurture them over time. They must.

Trend #2: Increase efforts to target and then develop relationships with talented professionals through referrals and candidates’ online profiles (public and personal).
Our clients need top performers and solid succession plans for both the fast-growing and the steady-eddy industries. How to decide whom to place, and where?
Trend #3: Shuffle—move the best performers to the faster growing markets;fill the gaps with performers in the stable markets.
Our clients target “interims”—highly skilled baby boomers not wanting full-time or road-warrior positions, and desiring flexible working schedules.

Trend #4: Recruit interim marketing managers—baby boomers and seasoned industry consultants
who bring wisdom and experience to the table.
After two years of budget cuts and head-count reductions, both the public and private sectors feel the pain and recognize they may not have the right people in place. Their hiring budgets may not improve in 2011. To help clients deal with the upheaval, recruiters will dig deeper for talent and broaden their reach to help reshape their clients’ marketing departments. Baby boomers are ideally suited for interim positions—to stay onsite for reasonable periods of time to help marketing departments remain effective with leaner budgets and lower head counts.
****
Sue Kunimune, Bilingual Executive Recruiter, Kunimune & Associates, Executive Search LLC, specializes in the placement of marketing professionals.

Contact her at sue@kunisearch.com, 303 795-0209, http://www.kunisearch.com.

• Direct hire placements
• 1099 to W2 conversions
• Contract staffing
• Payrolling services
• Contract-to-direct conversions
• Retiree re-staffing

Common Situations in Today’s Business Environment

• Do you have a hiring freeze now that prohibits you from hiring someone?
• Do you have a deadline or special project that you need completed?
• Do you need to reduce tax risks associated with 1099 independent contractors?
• Do you want to evaluate a candidate’s skills prior to offering direct employment?
• Do you want to avoid layoffs and bad press?

Advantages of Contract Staffing your staffing needs.

1. Reduce Employment Costs

• No workers’ compensation exposure or claims
• No employee benefits costs for medical, dental, vision, life, and 401(k)
• No added expense for holidays, vacations, sick time, etc.
• No administrative costs for hiring and processing new employment paperwork
• No administration costs associated with payroll withholdings, filings, and reportings
• Minimized risk of IRS and state audits because of worker misclassification

2. Staffing Flexibility

• Match staffing levels to your workload and project requirements
• Quick hiring process vs. lengthy direct placement cycle
• Option to terminate contract placement at anytime
• Acquire needed resources through a standard purchase order versus capital budget

3. Sole-Source Staffing Ability

• Decrease the number of staffing/ recruiting vendors
• Simplify invoice payment processing
• One-stop shopping for all your staffing needs

4. Temp-to-Direct Conversions (Try Before You Buy)

• Interview and assess the real skills during the contract period
• Evaluate how the candidate fits your corporate culture

5. Maintain Budget Controls

• Accelerate the pace at which projects reach completion
• Secure labor needed for projects through a purchase order
• Eliminate unnecessary overhead

Advantages of Contract Assignments

Flexibility in Lifestyle
• Control your career path
• Bridge unemployed periods
• Opportunity to travel
• Balance work and personal obligations

Potential for Higher Earnings
• Paid for every hour worked
• Receive a weekly paycheck
• Choose direct deposit
• Itemized payroll statements
• W-2 tax withholdings and fi lings
• Eligible for worker’s compensation coverage
• Eligible for unemployment benefits

Increase Technical and Professional Knowledge
• Opportunity to learn new skills
• Enhance your resume and marketability
• Exposure to varied work environments and projects

Evaluate Potential Direct Jobs (Temp-To-Direct)
• Determine if corporate culture is desirable before accepting an employment offer
• Evaluate work scope and job responsibilities before accepting an employment offer
• Network with key personnel for future opportunities

Quarterly Newsletter for Active Contractors
• Stay current on industry trends
• Receive updates on policies and procedures
• Review newsworthy articles

Benefits Overview

Health Insurance
• National PPO Plan with prescription coverage
• Cost based on family dependent structure
• Employer contributes up to 50% of the single “Tier One” plan
• Coverage begins the first of the month after 30 days of employment

Dental Insurance
• Voluntary plan where employee selects dentist
• Family coverage options

Vision Insurance
• Savings on vision exams, frames, lenses, and contact lenses
• Laser vision correction benefit

Group Term Life Insurance
• Opportunity to buy life insurance in multiples of $10,000 up to $500,000
• May be purchased for spouse and/or children
• Policies are portable

401(k) Savings Plan
• Eligible at the end of six months of continuous employment
• Roll over option from a previous employer’s 401(k) funds

The Next Step

Don’t hesitate to add contract assignments to your career goals.  Call Kunimune & Associates, Executive Search today at (303) 795-0209.

The thing to note is this is very different from attending a young professional one hour networking event. These “kids” or MBA students (more politically correct) got to know my baby boomer friend. She built a solid relationship and they wanted to support her.

One would think that with millions of candidates walking the streets it would be easy to find top talent, but quite contrary…..

Clients are finding that it is very time consuming to discern who is talented and who was let go for legit reasons.
I see clients becoming very savvy about their approach to looking for top talent. They pride themselves on having spent bucks training their recruiters on the latest technological advances in recruiting and sourcing candidates. They have great ATS systems (applicant tracking systems) But they also inundate their hiring teams with multiple open requisitions and expect them to fill them simultaneously. These in- house recruiters can’t possibly understand the nuances of any open position or have time to build in depth relationships with potential candidates when spread this thin. ( I have seen in house recruiters tasked with filling up to 30 positions at once)

Some clients say search firms are a thing of the past. They hope to bid adieu to us and what they perceive to be hefty fees. I disagree. You need us more than ever now. I appreciate that you are an expert in your chosen field. I would hope you are spending your work day doing what you do best. We are doing the same. You may have expert sourcers, who can find some people to look at. But what do you know about your candidates? How long have you been building a relationship with them? I, on the other hand, might be talking to them for years. I might have been tracking their career progression after reading about them in a trade journal, just waiting for the right time when an opportunity like yours presents itself. I can promote your company, “sell” your position to a person who wasn’t even considering a job change. I get them excited, on board. Furthermore, there are no guarantees after you do your due diligence that they will turn out to be the right fit, is there? No one is offering you a guarantee to replace them for free? And most importantly, should you be lucky enough to find a stellar individual, can you sleep at night, knowing that your team (probably busier than ever with the day to day) are good promoters and closers? That they won’t take a counter or another offer?

I recommend that you continue to do what you do best and leave the recruiting for senior talent to us. One would think that with millions of candidates walking the streets it would be easy to find top talent, but quite contrary, clients are finding that it is very time consuming to discern who is talented and who was let go for legit reasons.