Program Manager, Social Media

Posted Date: Jan-14-2022

Job ID: 22022

Job Type: Full Time

Job Function: Marketing

City: Issaquah

State: Washington

Store: Issaquah HQ

Remote Eligible: Yes



Please visit the Covid-19 Hiring Updates before applying


What's cool about this job

This position designs, manages and implements paid media campaigns.  This role will be responsible for planning paid media efforts to build awareness and consideration for the Co-op.  To be successful in this role, you must understand traditional and digital media channels, and have expertise in the paid social media space. This role owns all campaign management from campaign strategy & budget allocation, paid social planning, and execution, inclusive of paid social campaign set-up, agency management, optimization/analysis, and reporting.  Models and acts in accordance with REI’s guiding values and mission.


Bring your passion and expertise

·       Define paid media campaign strategy for select marketing programs to support REI’s business objectives.

·       Ownership of paid social portion of the media plan, from multi-platform tactical planning to ad platform management, inclusive of bidding strategy, optimizations, and reporting.

·       Manage campaign deliverables and approvals prior to launch; requires coordination with external and internal partners (project management, creative, influencers, privacy, etc.)Oversee paid social media campaign setup and provide troubleshooting and QA support to Specialist

·       Manage agency partners and relationships with social media platforms

·       Stays up to date with consumer trends and changes in the media landscape, especially in social and emerging platforms

·       Understands creative best practices for each media vehicle, especially for paid social, and can provide creative feedback

·       In partnership with Sr. Program Managers, create and manage the select program budgets. Manage allocation of budget to media, tools, consulting, and other areas.  Manage invoicing, billing, and accruals processes.

·       Mentors and guides Program Specialists

·       Creates post reports and can turn insights into strategy. Sets up, monitors, and reports on A/B tests and media lift studies.

·       Works directly with the Sr. Program Manager, to ensure that each program is on strategy, on time and within budget.


As required by the Colorado Equal Pay Transparency Act, REI provides a range of minimum compensation for roles that may be hired in Colorado. Factors that may be used to determine your actual salary may include a wide array of factors, including: your specific skills and experience, geographic location or other relevant factors. The salary range for this position may be lower or higher in different markets.

$65,000 to $127,500 per year

To review benefits information, including medical, retirement, and time off visit http://foryourbenefit-rei.com.

At REI we offer an enviable work environment that Fortune Magazine has recognized on the "100 Best Places to Work" list since the award's inception – 23 years in a row! Sure, we work hard, but it’s balanced with time off to play—a strategy that works for us as we continue to grow and thrive. Want to enjoy a workplace where you can be yourself, be heard and be respected while having a job that challenges you? This is the place.

With more than 160 retail locations (and growing), REI offers unique competitive benefits to its more than 15,000 employees, including healthcare, gear and apparel discounts, free equipment rentals and challenge grants to help employees reach personal outdoor goals, generous retirement plan contributions, public transit subsidy, adoptions assistance, paid sabbaticals, and more.

REI is an Equal Opportunity Employer

NEW YORK CORRECTION LAW
ARTICLE 23-A, Section 753
LICENSURE AND EMPLOYMENT OF PERSONS PREVIOUSLY CONVICTED OF ONE OR MORE CRIMINAL OFFENSES

§753. Factors to be considered concerning a previous criminal conviction; presumption.

1. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall consider the following factors:

(a) The public policy of this state, as expressed in this act, to encourage the licensure and employment of persons previously convicted of one or more criminal offenses.

(b) The specific duties and responsibilities necessarily related to the license or employment sought or held by the person.

(c) The bearing, if any, the criminal offense or offenses for which the person was previously convicted will have on his fitness or ability to perform one or more such duties or responsibilities.

(d) The time which has elapsed since the occurrence of the criminal offense or offenses.

(e) The age of the person at the time of occurrence of the criminal offense or offenses.

(f) The seriousness of the offense or offenses.

(g) Any information produced by the person, or produced on his behalf, in regard to his rehabilitation and good conduct.

(h) The legitimate interest of the public agency or private employer in protecting property, and the safety and welfare of specific individuals or the general public.

2. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall also give consideration to a certificate of relief from disabilities or a certificate of good conduct issued to the applicant, which certificate shall create a presumption of rehabilitation in regard to the offense or offenses specified therein.