INFRA internal only: Promotions Program Manager

INFRA•Saint Paul, MN

3d•$65,000 - $95,000•Hybrid

About The Position

The Promotions Program Manager owns and improves INFRA’s promotions programs, from strategy and discovery through roadmapping, member participation, rollout, measurement, and continual refinement. The role translates ideas into plans for success by gathering requirements, facilitating discovery, prioritizing work, planning resources at a high level, and aligning programs with INFRA, member, vendor, and distributor goals. The manager adapts strategy as circumstances and insights change, and uses relevant industry, member, and company insights to inform program direction and performance. The position develops program roadmaps with milestones, outcomes, and dependencies; aligns project plans with program goals; and supports teams in setting clear, measurable goals. It works with field teams and other member-connected staff to identify opportunities for member participation, communicate program value, and support member onboarding. The manager coordinates information for staff, leadership, members, partners, and the INFRA board; manages the program backlog and alignment of contributing project teams; and collaborates with other program owners and stakeholders. The role also drives program improvement and transition from ideation through implementation and post-rollout support, including systems and data needs. It creates and reviews success metrics and reports on adoption, compliance, and other outcomes, then develops plans to address roadblocks and guide future iterations. Initial projects during the first 6–10 months include the INFRA Deal Strategy and three-year roadmap, promotional data insights and storytelling, a National Brand EDLP pilot, and a Cadia innovation pipeline plan. This is a full-time, salaried, exempt position based at INFRA’s St. Paul, Minnesota headquarters within a hybrid workforce. The schedule includes flexible days and at least three days in the office. Travel of up to 15% may be required. Current INFRA remote employees may be considered, with an additional expectation of travel to headquarters up to once per month throughout the year. The stated pay range is $65,000–$95,000, with $80,000 also shown as a midpoint.

Requirements

At least 3 years of scaled program management, or 3 years of initiative leadership, account management, project management, strategy, or equivalent experience.
Experience in a client- or member-facing position, including demonstrating initiative value through relationship-based techniques, diplomatic negotiations, communication tools, and presentation tools.
Experience with roadmapping, high-level project planning, strategy or discovery workshops, and visualization.
Comfort with a variety of technology systems, programs, and project management tools.
Ability to coordinate disparate but related elements of initiatives and work comfortably with ambiguity.
Demonstrated ability to build strong working relationships and collaborate with a team to accomplish goals.
Strong attention to detail and organization, with the ability to manage multiple tasks and meet tight deadlines under pressure without compromising quality.
Proactive, iterative mindset and commitment to continual improvement.
Willingness to travel up to 15% as required; current remote INFRA employees may need to travel to headquarters up to once per month throughout the year.

Nice To Haves

Understanding of retail grocery organizations or purchasing cooperative organizations.

Responsibilities

Develop promotions program strategy, connect it to organizational and stakeholder goals, and translate ideas into plans through discovery, requirements gathering, prioritization, and high-level resource planning.
Continually revise program strategy in response to new learnings or changes, using relevant industry, member, and company insights.
Create program roadmaps with key milestones, outcomes, and dependencies.
Align related project plans with program goals, including scope, timelines, expectations, and objectives.
Leverage team strengths and establish clear, measurable goals for staff contributing to program outcomes.
Partner with field teams and member-connected staff to identify opportunities for new or expanded program participation and support related conversations.
Create materials that communicate program value to members and encourage participation.
Collaborate on member onboarding for promotional programs, understand member needs, and explain program value.
Communicate program updates and changes to staff, leadership, members, partners, and the INFRA board of directors.
Manage and prioritize the promotions program backlog, realign contributing project teams, and collaborate with other INFRA program owners as needed.
Partner with department leaders and internal and external stakeholders to improve systems, methodologies, practices, workflows, and program outcomes.
Support transitions from ideation through workflow and implementation, including post-rollout systems and data support.
Create metrics and analyze overall program success; review adoption, compliance, and other success reports.
Develop plans to address roadblocks, outline resolutions, target transitions, and establish goals for future program iterations.
Advance the initial projects: INFRA Deal Strategy and three-year roadmap; promotional data insights and storytelling; National Brand EDLP pilot; and Cadia innovation pipeline plan.