Description

Crain Communications, a leading B2B media company, is seeking an experienced Marketing Manager to plan and execute marketing programs for multiple brands providing critical news and insights for various brands/industries.

The Marketing Manager will play an important role, sitting at the center of a cross-functional ecosystem, holding responsibility for the development and implementation of integrated campaigns that support our events and award programs.

The ideal candidate must be intrinsically collaborative and able to thrive in a fast-paced environment. Sitting within the Crain Corporate Marketing team, they will work collaboratively among the marketing team to execute initiatives across all brands. They will work cross-functionally with Sales, Events, Editorial and Operations to ensure our marketing programs deliver value back to our partners and customers alike.

Responsibilities

Develop and execute integrated marketing campaigns that drive awareness, engagement and revenue across events, awards, subscriptions, memberships, products and strategic partnerships.
Translate business objectives into audience-focused marketing strategies that support revenue, audience growth and brand goals.
Serve as a brand steward, ensuring consistency across messaging, creative and customer experiences across all marketing channels.
Partner with Sales, Editorial, Events, Creative and shared services teams to develop campaigns that reach target audiences and achieve business objectives.
Develop campaign strategies, messaging frameworks and creative briefs that clearly define goals, target audiences and success metrics.
Oversee campaign execution across email, web, social media, digital advertising, print and other marketing channels.
Manage integrated marketing plans, campaign calendars and project timelines, ensuring cross-functional teams remain aligned and projects are delivered on schedule.
Analyze campaign performance and customer insights to continuously optimize marketing strategies and improve business outcomes.
Identify opportunities to improve marketing processes, workflows and campaign effectiveness through automation, AI-assisted tools and emerging technologies.
Stay current on industry trends, competitive activity and marketing best practices, sharing insights that elevate team performance and campaign results.

Qualifications

Bachelor's degree in marketing, communications, business or a related field.
4+ years of experience developing and executing integrated marketing campaigns, preferably in B2B marketing.
Experience supporting audience growth, events, awards, subscriptions, partnerships or other revenue-generating marketing initiatives.
Strong understanding of integrated marketing strategy across digital, email, social media, web, print and experiential channels.
Experience using marketing technology, CRM, marketing automation and analytics platforms to execute, measure and optimize campaigns.
Strong analytical skills with the ability to interpret campaign performance data and translate insights into actionable recommendations.
Excellent written and verbal communication skills, including experience developing marketing copy, campaign messaging and creative briefs.
Proven project management skills with the ability to manage multiple complex projects simultaneously while meeting deadlines.
Ability to build strong relationships and influence cross-functional stakeholders in a collaborative, matrixed organization.
Experience managing external vendors, agencies and marketing technology platforms.
Self-motivated, highly organized and results-oriented, with a continuous improvement mindset.

Preferred Qualifications

Experience in B2B media, publishing, professional services or events marketing.
Experience working with marketing automation, CRM and customer data platforms.
Familiarity with marketing analytics and reporting tools.
Experience leading integrated campaigns that support both audience development and revenue goals.
Experience leveraging AI-assisted marketing tools to improve campaign development, content creation or workflow efficiency.

This position is exempt under the Fair Labor Standards Act and is not eligible for overtime pay.

Pay Transparency Disclosure:

The estimated salary range for this position is $70,000 to $95,000.

The final salary offering will take into account a wide range of factors, including experience, accomplishments and location. The salary range provided should not be considered as a salary limit or cap. In addition to base salary, Crain also offers competitive benefits including retirement plan savings contributions and bonus opportunities based on individual and company performance.

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Brand Overview:

Since 1925, Automotive News has been the go-to place for all the news that is happening among automotive retailers, suppliers and manufacturers. Whether it is breaking news sent to a phone, digital editions and web products delivered to a desktop, or stories in the award-winning print edition, Automotive News covers the news everywhere it happens around the world. Breaking news, data, daily newscasts, webinars, conferences and events are just some of the offerings. AutomotiveNews, Automotive News Europe and Automotive News China are created locally and are backed by a global team of 50 editors and reporters, as well as a commitment to journalistic excellence.

www.AutoNews.com

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About Crain Communications:

Crain Communications is a leading business news and information company with a portfolio of 24 media brands that provide indispensable coverage and data for professionals globally and across sectors, including advertising, automotive, finance, healthcare, staffing, and workforce solutions. Many of Crain’s brands are the most influential media properties in the industries and communities they serve, including Ad Age, Automotive News, Pensions & Investments, Modern Healthcare, Staffing Industry Analysts, as well as Crain’s regional business brands. For more than a century, our dedication to deep sector expertise and journalistic integrity has enabled us to provide trusted insights across all our platforms, empowering today’s business leaders to make industry-shaping decisions. To learn more about Crain Communications, visitcrain.com.

Environmental Demands

Where you work matters. The job posting will provide specific information on where and when your amazing work would be performed. Employee work location is determined by the needs of the specific team and may include on-site, hybrid or remote. Employee work location is subject to change.

An “in-office” role would require the employee to come into the office most days with occasional flexibility to work remotely if tasks can be performed elsewhere and if the manager approves.
A “remote” role would allow an employee to work from a home office that is in one of the states Crain does business in. We can only employ a remote / "work from home" employee if they reside in one of these states: AZ, CA, CO, FL, GA, IL, MD, MA, MI, MN, NV, NY, NC, OH, OR, TN, TX, VA, WA, WI, and Washington, DC.
A “hybrid” role would be a mix of in-office and remote work. There may be a specified schedule for coming into the office or it could be at the discretion of the employee with the manager’s approval, subject to change.
Employees who live within a reasonable commute distance from a Crain office are expected to work on-site 3 days per week.

Many positions will also include work donein “the field.” Depending on the role, this may include conducting in-person interviews, attending work-related events, meeting with sources or clients. Specifics will be noted in the job posting but are subject to change as a role evolves.  Employees may be exposed to adverse environmental conditions, specifically during field work. Other typical job functions are performed under conditions such as those found in general office work. 

Travel to cover news stories/events, meetings with clients, and to our geographically separated offices may be required.  It is the nature of many positions to experience non-standard working hours and be on-call when needed for responding to email, meeting with clients, attending work-related events, story development or breaking news. Most employees perform work Monday through Friday, although early-morning, evening or weekend shifts may be required.  Work schedule and travel requirements are subject to change as a role and needs evolve over time.

Physical Demands
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of many Crain jobs and are subject to change.

Physical activities will include frequent in-person or virtual interactions. For most positions, it is essential to be able to remain at a desk/computer workstation for prolonged periods, perform computer-related tasks, and create/maintain documents within filing systems.  Must have close visual acuity to perform an activity, such as preparing and analyzing reports and information, transcribing, viewing a computer terminal, or extensive reading.  The typical physical requirements are light work—exerting up to 25lbs of force occasionally and/or up to 10lbs of force frequently and may include climbing, pushing, standing, hearing, walking, reaching, grasping, kneeling, stooping, and repetitive motion.  Some positions will have additional physical requirements, including exerting up to 50lbs of force to move and/or carry equipment, supplies, files, or other materials as the role requires.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions and meet the environmental and physical demands of the 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)

Description