Direct Marketing Manager & Copywriter, Membership & Annual Giving

The Direct Marketing Manager & Copywriter, Membership & Annual Giving is responsible for effectively managing operations of assigned area in collaboration with other components of the institution, designing systems for efficient work that conform with both best practices in the field and department policies. Manages budgets and/or has responsibility for achieving revenue targets.  Supervises employees as required. Supports overall department goals of being donor-centered, cooperative and transparent. 

Qualifications:

EDUCATION AND EXPERIENCE: Bachelor’s Degree in Marketing or Communications or equivalent combination of education and experience required. Minimum of 3-5 years of copywriting and direct mail marketing experience required.  Supervisory experience required. Experience working in non-profit educational or cultural organizations desirable. Experience working with volunteers preferred.  

KNOWLEDGE, SKILLS, ABILITIES: Strong copywriting skills with the ability to write compelling stories using a variety of voices. Extensive experience with direct mail marketing or developing development communications. Strong interpersonal and coaching skills required. Must have excellent communication, customer service, and organizational skills. Must be technologically proficient with Microsoft Office products and adept at learning new technologies. Raiser’s Edge knowledge a plus. Occasional evening and weekend work required.

PHYSICAL REQUIREMENTS: Work is primarily sedentary in nature; no special demands are required. 

Principal Accountabilities:

• Responsible for writing copy for all Membership channels of communication, including direct mail, email, invitations, events, collateral content, the website, and other projects.
• Writes copy for a variety of projects and across a variety of platforms, including communications, solicitations, event descriptions, campaign materials, website content, and more.
• Works with internal staff and external vendors to develop communication strategies, messaging and brand awareness/consistency to boost retention, acquire new members and donors, upgrade members, and build the member-to-donor giving pipeline.
• Manages all aspects of direct mail marketing and collateral content for membership and annual giving: membership renewal and acquisition campaigns, annual fund campaigns, add gifts, gift memberships, brochures, flyers, invitations, on-site signage, and more.
• Collaborates with the digital marketing, programming, telemarketing, and frontline membership teams to develop coordinated multi-channel and cross-platform marketing campaigns.
• Directs all aspects of production for annual fund, renewal, acquisition and event direct mail campaigns, including budget management, project bids, concept development, copy, split package testing, list procurement, prospect identification, data merge/purge, print and mail services, and backend campaign analysis.
• Coordinates direct mail campaigns with managers overseeing digital marketing and telemarketing campaigns.
• Manages the in-house fulfillment of cards and acknowledgement letters for membership and annual giving.
• Creates and distributes postcard mailers to advertise events and promotions to membership households.
• Develops branded collateral materials: stickers, brochures, branded giveaways and other materials.
• Proactively seeks opportunities to enhance on-site visibility for membership sales, promotions, events, and programs.
• Sets and adheres to project production schedules and deadlines.
• Creates key performance indicators and evaluation metrics to track campaign performance. Evaluates, refines and adjusts strategy, as needed.
• Creates and manages budgets for all direct mail campaigns and collateral content.
• Submits invoices for payment and track and monitors all expenses related to direct mail and collateral content.
• Tracks and manage supply inventory.
• Performs ongoing research into new direct mail opportunities, and benchmarks trends and audience preferences.
• Represents CMP’s membership program in public and at internal and external events.

• Performs special projects and support as needed to meet the goals of the department.

The following PA Act 153 clearances, or proof of application of clearances, are required beginning employment and as a condition of continued employment: Pennsylvania Child Abuse History Clearance Pennsylvania State Police Criminal Record Check FBI Fingerprint Criminal Background Check Obtaining the required clearances is completed as part of the new hire process.

Carnegie Museums is an Equal Opportunity-Affirmative Action Employer – Minorities / Females / Veterans / Individuals with Disabilities / Sexual Orientation / Gender Identity

The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.   

*GUIDANCE ON ESSENTIAL FUNCTIONS:   The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities.  An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job.  When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below.  Please note that the following guidelines are non-exhaustive.  If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function?  The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function?  If so, the function is more likely to be essential. D. How much time is spent performing the function and how often?  Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job?  If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential.  G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it?  If so, it is more likely to be essential.