Loyalty Marketing Manager

Summary:

A growing Digital Media company focused on the Retail vertical is looking for a Loyalty Marketing Manager. The Loyalty Marketing Manager is responsible for developing and executing strategies to enhance customer loyalty, drive engagement, and generate data-driven insights to improve business decisions. This role will lead loyalty program initiatives, analyze consumer behavior, and leverage analytics to optimize customer retention and acquisition and increase sales.

Responsibilities:

Loyalty Program Management

• Oversee the development, execution, and optimization of customer loyalty programs to drive engagement and repeat business
• Collaborate with marketing, merchandising, and operations teams to create personalized offers, promotions, and rewards that enhance customer experience
• Monitor loyalty program performance, ensuring ROI through data-driven decision-making
• Identify opportunities to improve program adoption, participation, and effectiveness

Customer Analytics

• Develop data-driven recommendations to enhance marketing strategies, product assortment, and customer experience
• Utilize loyalty data and external research to segment customers and tailor marketing efforts
• Identify key customer cohorts and build models to predict churn, lifetime value, and purchasing behavior

Marketing Performance Analytics

• Develop frameworks to measure and report on the effectiveness of marketing campaigns, promotions, and media spend
• Provide actionable insights and recommendations to optimize marketing ROI. Personalization & Targeting
• Drive initiatives around personalized offers, content, and communication using first-party and transactional data
• Partner with digital and eCommerce teams to enhance personalized experiences in digital channels

Data Leadership

• Lead a team of analysts; foster a data-driven culture within the organization.
• Ensure data quality, governance, and ethical use of customer data

Cross-Functional Collaboration & Leadership

• Act as a liaison between marketing, merchandising, operations, and IT to ensure alignment of loyalty and insights strategies
• Present key insights and recommendations to senior leadership to inform business decision
• Stay ahead of industry trends, emerging technologies, and competitive landscape in loyalty and consumer insights

Qualifications:

• Consumer loyalty or rewards experience with proven track record of launching and scaling loyalty programs for Fortune 500 companies
• Experience running loyalty adjacent credit programs
• Experience in retail is a plus
• Strong understanding of consumer insights, customer data analytics, and personalization strategies. • Proficiency in research tools such as Qualtrics, Nielsen, Google Analytics, or similar platforms
• Expertise in survey design, focus groups, behavioral analytics, and segmentation strategies
• Proven track record of driving revenue growth through innovative marketing strategies
• Must be detail oriented, a self-starter and enjoy working in a fast-paced environment
• Excellent leadership, team building, and problem-solving skills
• Ability to manage multiple tasks at once and meet deadlines
• Experience in campaign design and management
• Strong project management skills
• Bachelor’s or Master’s degree in Marketing, Business, or a related field

This job is being represented by Media Recruiting Group, the premier recruiters for Digital Media, AdTech, MarTech, Media SaaS and related companies. In business for 25 years, we place quality at the heart of all that we do. Clients include: AdTech companies, Digital Publishers, Digital divisions of Media Companies, SaaS (Software as a Service) / Enterprise, Programmatic... Sell Side Platforms (SSP), Ad Exchanges, Demand Side Platforms (DSP), Marketing Technology companies, Ad Agencies, Data Providers, Aggregators, & DMP’s, Video, Social, Mobile companies, Behavioral Targeting companies, Media Buying Platforms, Lead Generation/Co-Registration companies, Ad Serving Platforms, Rich Media companies.

This job is being represented by Media Recruiting Group, the premier recruiters for digital media, AdTech, MarTech, Media SaaS and related companies. In business for more than 25 years, we place quality at the heart of all that we do. Clients include: AdTech companies, Digital Publishers, Digital divisions of Media Companies, SaaS (Software as a Service) / Enterprise, Programmatic... Sell Side Platforms (SSP), Ad Exchanges, Demand Side Platforms (DSP), Marketing Technology companies, Ad Agencies, Data Providers, Aggregators, & DMP’s, Video, Social, Mobile companies, Behavioral Targeting companies, Media Buying Platforms, Lead Generation/Co-Registration companies, Ad Serving Platforms, Rich Media companies.

Required Notification: Certain states require that job postings indicate a minimum and maximum base salary in an effort to not discriminate – a very worthwhile purpose that Media Recruiting Group supports. MRG’s practices are and have always been non-discriminatory, and jobs are open to all candidates with respect to race, color, religion, national origin, military status, sexual orientation, sex/gender, age, national origin, disability, etc. That said, companies require that we supply them with candidates with very specific experience, and the commensurate compensation for every job varies. It is a function of a person’s years of experience, type of experience, skills, knowledge of certain computer programs, etc. And every job may have a unique requirement. And every job could come in higher or lower than the range we are given. We do not control the upper and lower ranges for our clients, so we make a best efforts attempt to include information requested by said states. In the case of sales people, most time it is also a function of their contacts. If the job is an analyst, analytical skills and experience matter. Etc. This makes stating a reasonable minimum and maximum challenging absent all of this information about a given candidate. Companies also have other elements of compensation, including but not limited to, commission, bonus, equity, profit sharing, varying levels of healthcare coverage and how much a person would have to contribute to the premium, various perks like continuing education, commuter reimbursement, phone reimbursement, etc. – not included in “salary” as the law states. Thus, know that anything we note in a salary range does NOT include such other compensation elements. And, as recruiters, we don’t know what all of those elements are, as we are recruiting for a company, not for ourselves, and they do not brief us as to each benefit. We are a 3rd party and can only estimate to the best of our knowledge, and thus offer the minimum and maximum salary MRG in good faith believes at the time of the posting the client is willing to pay for the advertised job.

Qualified by all of the above, for this job with requisite/required years of the required experience and skills, the minimum and maximum base salary is approximated at $150,000 and $180,000 respectfully, exclusive of any other incentive or any element of healthcare coverage, any reference to how much a person would have to contribute to the premium of a healthcare plan, any perks, or other forms of compensation. Fewer years of experience could bring the base salary lower, and more experience could bring the base salary higher, if the company is willing to increase their salary bands.