Brand Marketing Manager
Date started in position
Sr. Director, Brank Marketing
Date of last Position Review:
The role of the Brand Marketing Manager is to lead a larger brand marketing team to maximize the sales potential of assigned Capcom's products. Responsible for managing effective, innovative, and cost-efficient marketing campaigns in North and South America territories, and working collaboratively with Capcom’s European and Japanese promotional teams, as well as R&D. The Brand Marketing Manager should be capable of managing a large AAA marketing campaign with limited oversight, as well as management of Associate Product Managers if applicable.
II. Supervision Exercised
Manages Associate Brand Manager(s) when applicable
Lead and supervise marketing campaign team
III. Essential Functions & Responsibilities
Job responsibilities include but are not limited to:
IV. Knowledge, Skills and Abilities
V. Minimum Requirements
Education and Experience
Licenses, Certificates and Other
This position requires regular travel both domestically and internationally.
This position occasionally requires exerting up to 25 pounds of force to move objects. Other physical demands may include climbing, stooping, kneeling, crouching, reaching, standing, walking, running, sitting, lifting, fingering, typing, thumbing, grasping, talking, yelling, hearing, seeing, and repetitive motions.
Work is generally performed in an office environment and the noise level is usually moderate. Reasonable accommodations may be made to enable individual with disabilities to perform the essential functions.
VI. Additional Information
This job description is not intended to be an exhaustive list of duties, knowledge, skills, abilities, or requirements, as any one position in this classification may be assigned some or all of these duties, in addition to other duties not explicitly listed here. The various duties, responsibilities and/or assignments of this position may be unevenly balanced and changed from time to time based upon matters such as, but not limited to, variations in shift schedules, work demands, seasons, service levels and management’s decisions on how to best allocate department resources. Any shift, emphasis or rebalancing of these assigned duties, responsibilities and/or assignments does not constitute a change in the job classification.