Global Market Research and Forecasting Manager

The Global Market Research and Forecasting Manager is accountable for the development and maintenance of the global market forecast as well as responsibility for primary research and support on competitive intelligence.  The candidate will proactively monitor the competitive landscape and analyze the impact on the future market assumptions and communicate to the franchise leads.

Essential Duties and Responsibilities



* Forecasting: 
+ Leads development of global Aesthetics market forecast/sizing model and R&D business case forecast to ensure consistency and forecast accountability.  Align with regions on global market forecast/size on a quarterly basis.


* Primary Marketing Research:
+ Monitor brand performance, leads annual global ATU and synthesizes insights into actionable recommendations 


* Competitive Intelligence:
+ Support Sr.

Director, Global Market Intelligence in the collection and analysis of market and competitor intelligence to identify market trends; evaluate impact of competitive activity on forecasting/sizing model

Job Related Qualifications / Skills

Professional Experience



* Required:
+ Experience managing primary marketing research from soup to nuts
+ 3-5 years of related financial, marketing, insights, data analytics, or industry experience
+ 2+ years of forecasting experience (pharmaceutical, medical device, health/beauty, CPG, finance, etc.)

Knowledge, Skills, and Abilities



* Required:
+ Understanding of forecasting methodologies and when/how to use each
+ Ability to balance multiple projects simultaneously and meet deadlines
+ Ability to cultivate relationships at all levels of the organization
+ Strong team Player

Education



* Required:
+ Bachelor’s degree

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)

Marketing