Vice President Marketing

Our client a well-established company in the employee recognition, sales incentives, and experiential rewards space is seeking a Vice President of Marketing to lead its full marketing function. This is a great opportunity for a Marketing Director to take the next step to a VP role.

What makes this role distinct is the weight placed on agency ecosystem expertise. The VP of Marketing must have experience with agencies that understand the space, respect the category, and can be leveraged to build brand, generate demand, and support enterprise sales motions.

What You'll Own

Agency Relationships & Ecosystem Strategy — the #1 priority

• Bring an established network of agency relationships relevant to the HR technology, employee recognition, incentives, and B2B services space.
• Assess the current agency portfolio, identify gaps, and make decisions about where to consolidate, replace, or expand partnerships.
• Set clear scopes, performance expectations, and accountability structures across all agency relationships—ensuring ROI discipline without micromanagement.
• Serve as the internal champion for agency-led work, ensuring it is well-integrated with in-house strategy and aligned to business goals.

Go-to-Market Strategy & Demand Generation

• Develop and own the annual and multi-year go-to-market strategy across the company’s employee recognition, incentives, and events segments.
• Build and scale a B2B demand engine—including ABM, field marketing, and enterprise GTM programs—that generates qualified pipeline for the sales team.
• Partner closely with sales leadership on sales enablement, land-and-expand motions, and account-based plays targeting enterprise and mid-market HR buyers.
• Translate competitive intelligence and market trends into positioning and messaging that resonates with CHROs, HR leaders, and executive decision-makers.

Brand & Top-of-Funnel

• Direct a modern top-of-funnel content and distribution strategy built for how B2B buyers discover solutions today: organic search, AI-driven discovery (AEO/GEO), LinkedIn, and channels where HR and people leaders are active.
• Oversee influencer, creator, and media partnerships that build credibility and reach within the HR, recognition, and future-of-work communities—largely executed through agency partners.

Team Leadership & C-Suite Partnership

• Build, lead, and develop an in-house marketing team sized appropriately alongside the agency portfolio.
• Collaborate directly with the CEO and C-suite on strategy, budget allocation, and performance reporting.
• Own marketing’s contribution to pipeline and revenue—with clear metrics, attribution models, and regular visibility to leadership.

What You Bring

• 10 years of B2B marketing leadership, with meaningful time spent in the employee recognition, HR technology, incentives, workforce solutions, or adjacent B2B services space.
• An established, warm network of agency relationships—particularly agencies with fluency in HR tech, recognition, incentives, or enterprise B2B services. You should be able to name the shops and the people on day one.
• Proven track record managing complex agency portfolios: setting strategy, holding partners accountable, and getting strong output without being the one doing the work.
• Deep experience in enterprise B2B demand generation—ABM, field marketing, sales enablement—with a clear understanding of long, consultative sales cycles and complex buyer committees.
• Strong command of how B2B buyers discover and evaluate solutions today, including AI-driven search (AEO/GEO), LinkedIn, thought leadership, and analyst channels relevant to HR and people leaders.
• Fluency in marketing performance metrics and pipeline attribution—comfortable making the case for investment and presenting results to the C-suite.
• A working familiarity with how AI is reshaping content production, search visibility, and marketing operations—enough to direct a team and agencies toward the right approaches.

Why This Role?

• You’ll own the full marketing function with direct CEO access and real authority to make decisions—including reshaping the agency portfolio from day one.
• The company has 50 years of industry history, genuine market credibility, and a differentiated employee-ownership model that resonates with the very buyers they serve.
• There’s meaningful infrastructure already in place—this is an elevation opportunity, not a rebuild from zero.
• Competitive compensation, performance incentives, and the satisfaction of marketing something that genuinely matters to the people it serves.

This company is an Equal Opportunity Employer committed to building an inclusive environment for all employees.