Cummins Inc. General Mgr-ECO Business in Irvine, California

Requisition Number

17-0075

Post Date

6/16/2017

Title

General Mgr-ECO Business

City

Irvine

State

CA

Description

Job Summary:

Manages key product line lifecycles. Understands and interprets market and industry trends. Leads the marketing initiatives for new product introduction and existing product change introduction.

Key Responsibilities:

  • Develops the long-term product line strategy, forecast, and the annual operating plan. Provides product line budget requirements into the business unit annual operating plan.

  • Drives the development of product introduction plans.

  • Develops all aspects of the marketing mix to ensure the successful launch of new products and throughout the subsequent lifecycle.

  • Presents marketing approach for functional review and to the change management review group.

  • Drives pricing activity throughout the product lifecycle.

  • Drives available marketing resources and uses those resources appropriately and as needed.

  • Ensures that the product branding strategy is implemented effectively, and leads and supports internal and external communications in relations to the product range.

  • Protects intellectual property of the organization, and works with legal counsel and engineering to ensure asset protection.

  • Uses market research capabilities to plan for and implements an appropriate approach based on the understanding of Cummins' target market and competitors.

  • Defines and adopts, in the target market, a specific stance relative to the competition with the use of market research capabilities.

  • Drives improvement of customer satisfaction and solves elevated customer issues in relation to product.

  • Drives management of the product lifecycle; determines when products should be deemed obsolete.

  • Develops, implements, and measures results of product promotions.

  • Collaborates with other functions and global locations to ensure global profitability of the product line.

  • Recommends marketing process changes that will improve Value Package Introduction and Value Package Change processes.

  • Develops work plans for Product Managers and Associate Product Managers to deliver product line results; provides guidance and direction on problems and issues; delegates work assignments considering employee skills and developmentneeds.

Requirements

Skills

  • Managing Profitability - Understanding of the relative contributions of the multiple product lines in the business as well as the ability to develop and execute a product management plan that maximizes profitability of the business. If in a sales role,the person is capable of compiling and maintaining an account tracking document. This includes the capability to interrogate profitability results, product costs, et cetera and advise recommended actions.

  • Marketing Program Development - Able to apply existing product/placement strategies, structures, and policies to a product line(s).

  • Market Analysis - Able to deploy local processes to attain the most critical market information required to develop a specific product/product line plan.

  • Product Knowledge - Knowledge of the products. Able to create strategies to sell the features and benefits of new products. Identifies strategies to gather data to increase sales opportunities.

  • Market Positioning - Understands market positioning tools and can apply them.

We are an Equal Opportunity Employer and do not discriminate against otherwise qualified applicants on the basis of race, color, creed, religion, ancestry, age, sex, marital

status, gender identity, sexual orientation, national origin, disability or handicap, or veteran status. There is no place in Cummins Pacific, LLC for an employee who uses symbols, words, or engages in activities that may reasonably be perceived as denigrating

or showing hostility or aversion toward an individual because of the individual's race, color, religion, gender, gender identity, sexual orientation, national origin, age, disability, or other status protected by law, or because of the status of the individual's

relatives, friends, or associates.


  • Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.

  • Please view Equal Employment Opportunity Posters provided by OFCCP here at http://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm .

  • 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 accessto 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 disclosureis (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. 41CFR 60-1.35(c)