Ogilvy

  • Senior Vice President, Consumer PR

    Posted Date 7 days ago(7 days ago)
    Requisition ID
    2018-3882
    Location
    US-IL-Chicago
    Department
    Public Relations
  • Overview

    Ogilvy PR Chicago is seeking a Senior Vice President to join our consumer practice. An SVP contributes to the practice/firm’s overall performance. S/He manages revenue streams; prospects, identifies/develops new business opportunities, serves as a trusted leader and resource for both clients and account teams.  The SVP is responsible for managing senior-level client relationships, has regular exposure to clients’ senior management and is comfortable leading and collaborating in an integrated marketing environment.  An SVP is also accountable for ensuring collaboration between PR practice areas within the local office.  SVP’s exemplify and manage achievement of the practice and firm’s vision, values and management philosophies. For this particular account, knowledge within the food category is preferred.

    Responsibilities

    Client-Centric

    • Direct oversight for client strategy, operations and program implementation; earn the confidence of client contacts
    • Leads creative planning, idea generation and program development
    • Demonstrates a thorough understanding of consumer/corporate landscape as well as the clients’ business, industry and competitors
    • Solid familiarity with all Ogilvy tools and when/how to use them
    • Negotiate/help solve problems before they arise
    • Ensure all projects are on strategy and capable of being executed
    • Ensure team is servicing the client at an appropriate level; manage client expectations
    • Maintain awareness of future client events and activities and how they relate to overall objective/target
    • Evaluate success against objectives, reports to client and takes remedial action when necessary
    • Demonstrates understanding of clients’ businesses and industries

    Business Development

    • Identifies and develops new business opportunities; leads or otherwise participates fully in office/practice new business efforts
    • Actively contributes to the growth and development of practice area, as defined by Group Director
    • Is viewed and utilized as an agency resource. Lends particular skills, capabilities or knowledge to client and new business engagements; routinely offers informed, analytical and strategic contributions toward new program development
    • Helps the agency to develop a positive image in the business community and other areas important to professional performance

    Talent & Community Management

    • Effectively manages teams to ensure that work and service is delegated to the appropriate experience levels within the team
    • Manages overall performance assessment, training and development of relevant staff
    • Conducts appraisals, career development counseling and coaching for direct reports
    • Manages staff to maximize performance and productivity; efficiently works to address underperforming members of team
    • Actively identifies, recruits and interviews best-in-class staff; responsible for hiring decisions
    • Provides leadership, direction and guidance to teams to drive a positive work culture
    • Provides regular feedback to team and address issues in timely manner

    Financial

    • Manage overall financial performance of accounts
    • Negotiate fees with clients
    • Manage productivity levels of teams by regularly monitoring utilization reports
    • Contribute to or lead efforts to develop and achieve company revenue and profitability projections
    • Intervene as necessary with account teams and clients to address financial and billing issues

    Qualifications

    Measures of Success

    • Revenue and profit growth of client(s) per set goal
    • 75% success rate of new business pitches
    • 70% utilization on client work
    • Client satisfaction and recognized added value measured via feedback to MD and client surveys
    • Employee satisfaction measured via Employee Acid Tests
    • Actively ensure maintenance of staff turnover at less than 30%, with the Top 30% of staff to have less than 15% turnover
    • Ensure entire team hasperformance reviews and development plans
    • Others as mutually agreed

    Options

    Sorry the Share function is not working properly at this moment. Please refresh the page and try again later.
    Share on your newsfeed