The Vice President for Brand Strategy and Sales, as a member of the Executive Team for The Children’s Museum of Indianapolis, is responsible for providing strategic leadership for the organization’s marketing and earned revenue growth, including membership, ticket sales, and group visitation. The vice president leads digital/traditional marketing strategies, advertising and promotional plans, communication & public relations operations, and market research efforts to guide and achieve the museum’s operational and long-term goals. The incumbent’s key focus is driving visitation and membership growth, expanding and diversifying the museum’s audience, developing key partnerships in the market, and supporting teams responsible for onsite experiences and earnings.
The Children’s Museum is fiercely devoted to our Diversity, Equity, Accessibility, and Inclusion (DEAI) efforts. Together we are building and sustaining an inclusive culture that encourages, supports, and celebrates differences.
ESSENTIAL RESPONSIBILITIES:
Leads the marketing and communications efforts, including the development of an integrated marketing and communications strategy to enhance the museum’s reputation, create brand awareness, engagement, and spearhead attendance and membership-based financial growth.
Provides strong leadership to associated teams, ensuring department directives and responsibilities are well-defined and communicated, while fostering a team environment and ensuring accountability. Sets clear short-and long-term measurable outcomes inclusive of annual earned revenue targets.
Proactively seeks to position the museum through partnerships, sponsorships and alliances that will advance the museum’s vision and mission. Serves as a key point person in cultivating and building market relationships that extend the museum’s brand and exposure on a local, regional and national level.
Works to ensure that the museum’s key messages are strategically positioned to gain maximum media exposure on a local, regional, national and international
Partners with the Vice President of Advancement to drive sponsorship efforts, including the cultivation and solicitation of potential corporate and media partners.
Leads and works with creative team members to conceive, develop, produce and maintain the brand image for museum collateral and promotional materials.
Develops and tracks multi-million-dollar expense and revenue budgets for the marketing, membership, and communications functions of the organization. Understands and directs expense budgets designed to drive revenue.
Works closely with the CFO to ensure accurate revenue projections, budget, record-keeping and fiscal controls are in place for the division and in compliance with expense related reporting; ensures that processes and controls are in place to maintain financial integrity, activity and results.
Works closely with the business intelligence data team to collect, analyze and leverage data that informs strategic short- and long-term constituent acquisition, activation, and earned revenue growth decisions. Leads CRM marketing strategies drive constituent acquisition, cultivation, and lifecycle management.
Oversees a team of professionals, managing strategy, workflow, process, deliverables, internal services, and outcomes; ensures staff serve as resources in supporting the development and marketing of museum projects and programs through partnership with internal colleagues.
In concert with VP of HR&OD, develops and implement strategic internal communication plans to effectively convey and reinforce organizational priorities and initiatives, support consistent messaging, and advance an inclusive culture.
Leads big picture pricing strategy efforts for tickets, programs, events, and activities. Ensuring market competitiveness and consistency. Creates and implements purposeful market research plans to help the museum better understand its visitors, members, donors, and public audiences as well as make data driven decisions. Ensures that the marketing function is a key player on various project and/or exhibit teams.
REQUIREMENTS:
Bachelor’s degree with ten (10) years’ experience at a marketing or brand strategy leadership level.
A demonstrated ability to supervise high-level staff and a track record of driving revenue growth and brand strategy.
Proven experience in strategic planning, forecasting, and developing and implementing strategies to realize success in the marketing, public relations and communications disciplines.
A demonstrated understanding of brand hierarchy with high-quality design and layout for print, broadcast and electronic media.
Exceptional management and interpersonal skills, an engaging personality and a good sense of humor. Maintains a professional demeanor and tact. Sensitivity to the diverse constituency which comprises the museum community.
Demands a high degree of organization, analytical skills, and the ability to clearly delegate and hold others accountable.
Has proven experience managing a professional staff including the ability to attract skilled staff; motivate, mentor and evaluate for success; organize work and develop well-communicated work plans; ability to develop a team rapport within department and for department within museum.
Requires appreciation and respect for confidentiality of information.
ADA REQUIREMENTS:
Must be able to review billings/proposals/contracts and view computer monitor screen; make individual/museum and/or public presentations. Must be able to operate handheld devices, laptops, and associated hardware essential to the job function.
Must be able to communicate by telephone, virtual, one-on-one, email, text, group conversations and public presentations.
Must be able to engage in heavy keyboard and calculator use and heavy paperwork processing.
Requires the ability to traverse the campus and facility, negotiate national and regional air and vehicular travel; must be able to sit or stand for extended periods of time and tolerate dust in the environment. Must be able to lift up to 30 lbs.
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)
