The Senior Manager of Retail GTM Strategy will be a key member of the new Sales Strategy and Planning (SSP) team at Harry’s. This individual will be the primary interface between the Harry’s brand marketing team and the customer-facing retail teams, collaborating to translate brand vision (including new innovations and initiatives) into sales fundamental requirements. This individual will develop strategies and plans across all of our retail partners, bringing a broad perspective to brand planning activities that takes the unique requirements and goals of each retailer into account while minimizing cross-channel conflict. This individual will bring the retail go-to-market perspective to all stages of the brand planning process, including initial category ideation, product/assortment development, packaging design, channel placement decisions, pricing decisions, merchandising standards, promotional strategies, and marketing (brand and in-store). The Sr. Manager of Brand Planning and GTM Strategy will also collaborate with the sales analytics and planning teams within the SSP organization to establish KPIs, develop master selling stories, and establish metrics for operational success.  

As part of a new team and capability in the Harry’s organization, this individual will have a unique opportunity to develop and refine processes and ways of working that will improve our GTM planning capabilities. As our business grows, this role will be at the forefront of joint value creation between our brands and retail partners and will enable our team to bring an expanding portfolio of great products to consumers.

About the Team

The Retail Sales organization is a critical function that drives the Harry’s brand strategy and growth with our mass market and specialty retail partners. The Retail Sales organization is responsible for all customer development activities at each retailer, cultivating relationships across all functions – merchandising, marketing, store operations, supply chain, and omnichannel development.

Your core responsibilities

  • Partner with each sales channel lead to understand retailer requirements, priorities, and sales fundamentals needed to bring brand goals to life with their customer
  • Lead go-to-market strategy and planning for new innovations and brand initiatives. Develop recommendations for where, how, and when to launch based on retail tiers, brand goals, profitability, trade expectations, and other factors (while minimizing channel conflict).
  • Collaborate with brand teams from early stages of product development through launch. Act as the voice of the retailer in decisions on product, packaging, pricing, merchandising, and promotion plans. 
  • Develop retailer-level business plans for new innovations and programs. Partner with Sales Analytics, Planning, and Shopper Marketing to analyze the full P&L implications of any new initiative. Develop KPIs and scorecards to measure our performance against expectations.
  • Serve as a liaison between retail leadership, commercial leadership, and brand teams. Drive stakeholder alignment on go-to-market plans and priorities. Clearly communicate all success factors, including resourcing requirements.
  • Create compelling presentations to sell new initiatives and programs to retail buyers.  Support customer teams in tailoring presentations to specific retailer needs based on business facts, pain points, and recommended solutions to drive improvement in sales productivity and growth.
  • Stand up new processes and ways of working across Brand and Retail teams. Iterate and refine – always be on the lookout for opportunities to improve.
  • Lead big-picture strategy projects that help grow the Harry’s retail business, enhance our selling capabilities, improve our processes, drive efficiencies, and more. Look around corners to find new opportunities or ideas that can help bring our business to the next level.

These might describe you

  • 5-7+ years of experience in an analytical, strategic role such as management consulting, sales / trade strategy, or brand management
  • CPG/Retail experience strongly preferred, MBA is a plus
  • Demonstrated success collaborating and driving cross-functional consensus
  • Strategic mindset, able to see the forest and the trees
  • Analytical, data-driven, comfortable using numbers to tell a story 
  • Insatiably curious and excited about digging into the details, developing expertise across brand, product, consumer insights, and retail strategy
  • Creative problem-solver, excited about developing innovative approaches to go-to-market strategy
  • Passionate about driving great customer and retail partner experience
  • Excellent communication and presentation skills, comfortable and effective when presenting to senior leadership and cross-functional partners 
  • Self-starter, confident, able to manage projects independently once onboarded
  • Extremely organized, dependable and self-motivated with the ability to excel in a fast-paced environment
  • No task too small mentality, scrappy and willing to roll up sleeves and get things done
  • Resilient in the face of change and ambiguity, able to figure it out and lean into creative solutions

Who you will work with

  • Your role will be extremely cross-functional. Your primary connections will be with the customer-facing retail teams, brand marketing teams, sales analytics, and sales planning
  • You'll report to the Director of Sales Strategy and Planning

 

Harry’s Inc. started in 2013 with simple, fairly priced products that delivered an amazing experience to guys every day. Since then, Harry’s expanded to the UK, developed relationships with retailers such as Target and Walmart, expanded our grooming brand into a personal care powerhouse, and launched a women’s brand called Flamingo.

The key to our success? Our amazing people. From chemists, mechanical engineers, CX associates, to creative directors, sourcing managers, and logistics specialists, Harry’s team is comprised of some of the most brilliant, diverse, and humble people you’ll ever meet.

Our brands answer unmet consumer needs, but our company is a place of inclusion and innovation that attracts some of the brightest minds across industries, geographies, and backgrounds. Whether we have a team of 3 or 300, our core values and our startup mentality remain; we value continuous improvement and learning, teamwork and collaboration, creative problem solving, and open and direct dialogue and feedback. Come for the coffee and free products, stay for the amazing, passionate culture.

 

Harry’s is committed to bringing together individuals from different backgrounds and perspectives. We strive to create an inclusive environment where everyone can thrive, feel a sense of belonging, and do great work together.

Harry’s is an Equal Opportunity Employer, providing equal employment and advancement opportunities to all individuals. We recruit, hire and promote into all job levels the most qualified applicants without regard to race, color, creed, national origin, religion, sex (including pregnancy, childbirth and related medical conditions), parental status, age, disability, genetic information, citizenship status, veteran status, gender identity or expression, transgender status, sexual orientation, marital, family or partnership status, political affiliation or activities, military service, domestic violence victim status, arrest/conviction record, sexual or reproductive health decisions, caregiver status, credit history immigration status, unemployment status, traits historically associated with race, including but not limited to hair texture and protective hairstyles or any other status protected under applicable federal, state and local laws. Harry’s commitment to providing equal employment opportunities extends to all aspects of employment, including job assignment, compensation, discipline and access to benefits and training.

We respect the laws enforced by the EEOC and are dedicated to going above and beyond in fostering diversity across our company.

Apply for this Job

* Required
  
  


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Harry's are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.


Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.