Market Research Director jobs in Georgia

Position Summary

The Principal Market Research Analyst is responsible to perform marketing research and analysis of existing and potential markets for Neptune’s products and services.

Objectives:

• Collect and analyze data through research studies and other data collection approaches to evaluate consumer trends and make recommendations for product success in a given market.
• Monitor and report on Water Meter and AMR/AMI endpoints market share. Drill down on customer type, regional and other segmentation analysis. Identify anomalies and prepare summaries.
• Support analysis of Proposals Win/Loss results and surveys.
• Evaluate customer demographics, competition, distribution channels, and promotions to enhance marketing strategies, and recommend marketing improvements that increase customer buying potential.
• Evaluate effectiveness and profitability of programs and promotions and suggest methods to strengthen customer retention.
• Manage & report on customer satisfaction metrics such as Net Promoter Score.
• May examine statistical data to forecast future trends, project market potential, in support of business plans and development of marketing strategies.

Requirements

Education: Bachelor of Science degree in Mathematics, Engineering, Computer Science, Applied Science or Business

Experience: 10 years of related experience.

Skills: Experience with market research, data analysis, reporting and presentation required. Pragmatic Marketing Certification is a plus.

Conducts work assignments of increasing complexity, under moderate supervision with some latitude for independent judgement.

Analytical mind and strong quantitative and problem solving skills. Positive attitude and high energy, creativity and strong learning ability. Excellent interpersonal and communication skills (both verbal and written).

Location: Duluth, GA

5% - 10% Travel Required.

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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)