Energy Manager monitors the organization's energy usage. Develops and implements practices and procedures designed to reduce energy consumption and/or improve efficiency of usage. Being an Energy Manager prepares annual budgets associated with conservation programs. May research alternative/renewable energy technologies and determine their feasibility and cost-effectiveness. Additionally, Energy Manager requires a bachelor's degree. Typically reports to a head of a unit/department. The Energy Manager work is generally independent and collaborative in nature. Contributes to moderately complex aspects of a project. To be an Energy Manager typically requires 4 -7 years of related experience. (Copyright 2024 Salary.com)
Description
The Consumer Engagement Manager is responsible for the management and execution of Monster Energy’s brand portfolio sampling and local marketing initiatives within a defined market. This role reports to the Regional Field Manager and is accountable for growing brand awareness and loyalty. The CEM manages a schedule of part time Ambassadors and a Sr. Ambassador (not applicable in all geographies). The CEM’s time is split between administrative responsibilities that include scheduling and recaps, as well as in-market coaching, merchandising, and sampling support with Ambassadors. CEM’s should be spending 70% of their time in the market in the field with their teams. In addition to sampling support for all major national & local events the CEM will need to cultivate additional local market sampling opportunities. The CEM will also contribute to the local “Marketing Plan”. This input will help mold & shape the greater local Marketing plan spearheaded by the Field Marketing Manager.
Essential Job Functions:
Consumer Engagement Managers will have several Roles and Responsibilities including, but not limited to the following:
Position Requirements:
Pay Range: $54k - $72k
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)