Job Description Template for Marketing Manager

Standard Operating Procedure: Marketing Manager Job Description Engineering

Document ID: SOP-TR-HR-042
Effective Date: October 24, 2023
Version: 2.1.0
Review Cadence: Semi-Annual

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1. Executive Summary & Purpose

This Standard Operating Procedure (SOP) defines the institutional engineering process for authoring, reviewing, and publishing high-performance Job Descriptions (JDs) for the Marketing Manager role at Template Registry. The purpose of this protocol is to eliminate ambiguity in talent acquisition, enforce strict alignment with departmental OKRs (Objectives and Key Results), ensure compliance with global employment standards, and attract top-tier marketing engineering talent through precision-engineered role definitions.

2. Scope & Prerequisites

• Scope: Applies to all Marketing Manager, Senior Marketing Manager, and Growth Marketing Manager requisitions across all global entities within Template Registry.
• Prerequisites:
  • Access to the Workday Applicant Tracking System (ATS).
  • Approved Headcount Requisition Form signed by the VP of Marketing and Finance.
  • Current Template Registry Competency Matrix (v4.2).
  • Compensation Band Matrix (Geo-adjusted).

3. Roles & Responsibilities (RACI Matrix)

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4. Step-by-Step Procedure

Phase 1: Requisition Analysis & Scope Definition

• 1.1 Review the approved headcount requisition and map the role's primary focus area (e.g., Demand Generation, Product Marketing, Brand, or Lifecycle).
• 1.2 Extract the top three quarterly OKRs the incoming Marketing Manager will directly impact.
• 1.3 Determine the required seniority level and establish the corresponding compensation band using the internal HRIS.

Phase 2: Core Template Structuring & Content Engineering

• 2.1 Initialize a blank document using the Template Registry Engineering Job Description Schema (Template ID: TR-JD-GEN-02).
• 2.2 Draft the Position Summary (max 3 sentences) focusing on organizational impact, mission alignment, and strategic value delivery.
• 2.3 Define the Key Responsibilities using measurable action verbs (e.g., Architect, Execute, Optimize, Scale). Limit to 5-7 bullet points.
• 2.4 Establish Minimum Qualifications (hard requirements: degree, years of experience, core software stack proficiency).
• 2.5 Establish Preferred Qualifications (differentiators: enterprise SaaS experience, SQL proficiency, specific CMS/CRM certifications).

Phase 3: Compliance & Optimization Review

• 2.6 Run the drafted text through the internal bias-detection tool to ensure inclusive, gender-neutral phrasing.
• 2.7 Verify that all local labor compliance clauses (e.g., salary transparency requirements, remote work location disclosures) are embedded.
• 2.8 Submit the finalized draft to the Talent Acquisition Partner and HRBP for cross-functional sign-off.

Phase 4: ATS Publication & Deployment

• 4.1 Upload the approved markdown into Workday ATS and format for optimal readability (bullet points, clear headers).
• 4.2 Configure screening knock-out questions based on the Minimum Qualifications.
• 4.3 Publish the requisition to external boards (LinkedIn, BuiltIn) and the internal mobility portal.

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5. Quality Assurance & Pro-Tips

Best Practices

• Quantify Impact: Avoid vague responsibilities. Instead of "Manage email campaigns," specify "Engineer and execute automated lifecycle email campaigns targeting a database of 150k+ B2B users, maintaining an average open rate >24%."
• Tech Stack Transparency: Explicitly list the martech stack (e.g., HubSpot, Salesforce, Marketo, Google Analytics 4, Looker) to filter out unqualified applicants early.

Common Pitfalls to Avoid

• The "Kitchen Sink" Fallacy: Do not combine Product Marketing and Demand Generation into a single role unless specifically authorized for early-stage startup pods. Over-scoping reduces applicant conversion rates by 40%.
• Unclear Seniority Indicators: Ensure verbs match the level (e.g., Assist/Support for junior; Own/Architect/Lead for mid-to-senior).

Metric Thresholds

• Time-to-Fill (TTF): Target < 35 days from requisition publishing to offer acceptance.
• Qualified Applicant Ratio: Minimum 25% of submitted applications must pass initial ATS screening based on defined Minimum Qualifications.

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6. Frequently Asked Questions (FAQ)

Q1: What should I do if the compensation band changes midway through the drafting process?
A: Immediately halt Phase 3. The Hiring Manager must submit an amended compensation adjustment request to Finance. Once approved, update the salary range in the template before routing it back to the HRBP for compliance re-verification.

Q2: Can we bypass the bias-detection tool for executive-level marketing hires?
A: No. All job descriptions generated under Template Registry governance must pass automated bias-detection protocols, regardless of seniority, to maintain institutional equity standards.

Q3: How often must existing job descriptions be audited?
A: In accordance with the Review Cadence defined in Document Control, all active JDs must be re-evaluated semi-currently against shifting market standards and internal department restructuring.