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Marketing Manager
American Library Association | |
United States, Illinois, Chicago | |
225 North Michigan Avenue (Show on map) | |
September 26, 2022 | |
Description
ALA Editions | ALA Neal-Schuman, the book publishing imprints of the American Library Association, seek a Marketing Manager to join a team that produces 40 to 50 professional development titles, textbooks, and other print and digital products a year. Reporting to the Publisher, the Marketing Manager will be responsible for:
This is a regular full-time position based in our Chicago office. ALA staff are currently working remotely due to the coronavirus pandemic. We will resume in-person work at ALA offices when it is safe to do so. Please note that although we have a generous telecommuting policy for our employees, we do not have any truly remote positions in states outside of our workplace sites. ALA currently requires that employees be fully vaccinated as defined by the Center for Disease Control and Prevention (CDC). Proof of vaccination will be required on or before start date. All offers of employment are contingent upon satisfactory completion of a background check and proof of your eligibility to work in the United States. Starting Salary: Negotiable from 70K, based on relevant experience. ALA offers a 35-hour work week, excellent benefit package including low-cost medical/dental insurance, retirement annuity and generous paid vacation. You may also qualify for the Public Service Loan Forgiveness Program (PSLF). FOR CONSIDERATION: Apply online including a cover letter and resume. Or Send resume and cover letter to: American Library Association Ref: mrktngmgrALAEditions Email: The American Library Association is an equal opportunity employer: Disability/Veteran. Requirements
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)
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