PAPE’ GROUP, INC. – EUGENE, OR – CORPORATE

SALESFORCE MARKETING CLOUD DEVELOPER:Are you a seasoned Salesforce Marketing Cloud expert? Do you thrive in a team-oriented environment? If you answered yes, we want to hear from you! Pape’ Group Inc. is looking for a Salesforce Marketing Cloud Developer to join their team and make a career out of making a difference!

At Pape’, you can count on us to heavily invest in your career through training, resources, and support. We want to see your career flourish, and in turn, provide excellent compensation, work-life balance, and benefits for you and your family. Come join our team!

WHAT YOU’LL DO:

As our Salesforce Marketing Cloud Developer you will focus on designing personalized advanced marketing strategies leveraging programmatic scripting as well as implementing, customization, and day-to-day operations of the Marketing Cloud platform. This involves executing campaigns, delivering personalized experiences, providing actionable insights, and serving as the main technical developer resource for the platform.

In this role, you will also be responsible for building, testing and deploying personalized email marketing modules, developing Content Builder email templates and respective content blocks, executing and implementing A/B and multi-variant testing, optimizing design/email layout and functionality, and more!

This is a hybrid remote position and travel to the corporate office is required at times for team meetings. The successful candidate must reside in the Pape’ Group’s area of region, which includes the states of Alaska, Arizona, Arkansas, California, Florida, Georgia, Hawaii, Idaho, Montana, Nevada, Oregon, Tennessee, Texas, and Washington.

WHAT YOU NEED:

• Bachelor’s Degree from a four-year college or university or the equivalent combination of education and experience


• Proficiency in HTML, JavaScript, CSS, AMPScript, SQL, and SSJS


• Proficiency in Java, React preferred


• SFMC Email Specialist, Consultant, Developer, and Administrator Certifications preferred

Compensation: $135,000/yr (Depending on Experience)

Why work for Pape’:

• Competitive pay based on your skills, training, and experience level.


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  Outstanding benefits including –401(k) & Roth 401(k) Retirement Plans with Company Match; Medical, Dental, Vision and Prescription Insurance; Flexible Spending Accounts (Flex Plans); Life Insurance; Short- and Long-Term Disability Insurance; Employee Assistance Program; Online and Instructor-Led Training; Tuition Reimbursement for Training Programs.


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  Progressive Vacation Plans, Sick Leave & Paid Holidays – Members receive 80 hours of vacation (First year is prorated for new hires based on start date), 24 hours of Sick Leave, and 7 paid holidays each year. Papé vacation plans also have tiers based on your seniority, so as your seniority grows, your vacation time off does as well.


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  Advancement– Pape’ is a dynamic, growth-oriented organization with a focus on promoting from within.


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  Stability and reputation— Pape’ is a family-owned, fourth-generation company with over 160 locations, over 4,500 members and 85 plus years of experience. Pape’ is known for their stability, honesty and integrity.


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  Equipment– We have the largest equipment inventory in the West and an unparalleled parts inventory!


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  Employee impact– Enjoy an open-door policy where your voice will be heard and your opinions will matter.


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  Training– You will be provided with training and mentoring to prepare you for your role and continued learning to grow your skills.

The Pape’ Group maintains a drug-free workplace and as such, requires candidates to successfully pass a pre-employment drug test.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilitie

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)