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Senior Market Segment Manager

1 month ago

Huntersville, United States Covia Full time

Covia is a leading supplier of minerals and material solutions to the industrial and energy markets. The formation of Covia in 2018 is the most recent of many significant milestones in our shared history. Built from the merging of Fairmount Santrol and Unimin Corporation, Covia's rich legacy includes many achievements across industries and capital success through partnership. Our ability to deliver the right product, to the right place, at the right time, is unmatched. Just as strong is our commitment to building partnerships that help our customers succeed.

Quality and innovation are at the foundation of Covia; but our real strength is our people. Covia employs a diverse and highly skilled team of professionals to convert natural minerals into engineered solutions for our customers. Every member of our team has a valuable opportunity to help shape our future and make a positive impact on the world around us through our commitment to the locations where we live and work.

COVIA IS COMMITTED TO EMBRACING AND PROMOTING DIVERSITY AND INCLUSION (D&I) WHERE WE WORK, WITH WHOM WE DO BUSINESS, AND WHERE WE LIVE.We strive to create an inclusive culture where diversity is valued and respected and where all feel included and engaged. We are intentional in our efforts to bring Team Members together and create opportunities to contribute their unique skills, experiences, and perspectives in the pursuit of Covia's business growth objectives.Enabling all Team Members to perform at their best while being themselves is fundamental to the Clearly Covia Values and Culture.

Covia is looking for a dynamic Senior Market Segment Manager who will have a positive impact on our team at our Huntersville, North Carolina corporate location.The Senior Market Segment Manager is responsible for assessing the trends, drivers and needs of Covia's Industrial markets, which include Glass Container, Flat Glass, Glass Fiber, Building Products, Ceramics, Engineered Stone, Coatings, Polymers, Sports and Recreation, and Foundry, and developing strategies to drive sales and margin expansion. This role will partner with the Director of Strategic Marketing and commercial teams across the organization with a focus on "where to play" and "how to win".

The successful incumbent will have the following Key Accountabilities:

  • Serve as a strategic leader for the assigned end markets by building and maintaining a deep fact-based understanding of key macro drivers, short and long-term industry trends, applications, substitute materials, customers, competitors, and emerging technologies.
  • Collaborate with the Director of Strategic Marketing and other key leaders to develop, maintain, and implement the Industrial Strategic Plan for assigned segments that is focused on growth by identifying and prioritizing new markets and/or applications, developing strategies to capture share growth in existing markets, and profiling and building business cases for inorganic growth opportunities.
  • Build data driven market maps and segmentation models defining total and addressable market sizing. Analyze complex and dynamic value chains, validate market assumptions through primary research and voice of customer initiatives. Develop and socialize messaging as to the future direction of the market. Collaborate with commercial and other leaders to determine value gaps and guide growth initiatives to drive sales and margin expansion.
  • Serve as a strategic resource working closely with Product and Commercial teams to develop action plans to address value gaps and options to create new value within the current portfolio to include market segmentation, wallet share analysis, product positioning, branding, and promotional strategies to ensure success.
  • Provide market and competitive intelligence to business leaders and recommend actions where appropriate.
  • Identify M & A targets and business development, product, and market adjacencies for the business and/or new markets worthy of investigation as direct results of strategic plans.
The successful incumbent will have the following Minimum Qualifications:
  • MBA or an advanced degree in a Business or Technical discipline, required
  • Minimum of 6-10 years of work experience with demonstrated success in strategic marketing or strategy development industrial and/or construction products.
  • Strong financial acumen and analytical thinker with relevant experience interacting with, building, and assessing complex business models.
  • Self-driven, energetic, creative, and resourceful self-starter who demonstrates leadership skills and strong commercial acumen. Ability to work dynamically across functions.
  • Excellent planning, execution, and project management skills
Benefits:
  • Excellent Healthcare Benefits - medical, vision, dental
  • 401K with company matching
  • Vacation + Paid Holidays
  • Disability, Life / AD&D, and Long-Term Care Insurances
  • Employee Assistance Program
  • Competitive Incentive Bonus

At Covia, we strive for and support a diverse workforce as we firmly believe this lays the foundation of our success.Our compelling culture supports inclusion, individuality, and respect within the workplace.We are committed to providing employment opportunities to the most qualified candidate based on work-related factors and without regard to non-work-related factors including race, color, religion, national origin, gender, sexual orientation, gender identity, gender expression, age, disability, or military service or reserve or veteran status.

The organization offers competitive salaries, advancement opportunities, and a full range of benefits.

An Equal Opportunity Employer

IND2

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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)