Position Summary:

The position’s key function is to manage and maintain the Music Marketing Warehouse, local delivery schedules, shipping needs, supervise Music MATs and help execute events when needed.

Essential Job Functions:

• Manage all aspects of Monster Energy Music Warehouse; cleanliness, organization, office supplies, etc.
• Communicate, organize, and manage all assets stored within the warehouse.
• Maintain current and accurate order, acceptance and delivery logs of Monster Energy product.
• Maintain current and accurate order, acceptance and delivery logs of Monster Energy POS.
• Schedule local product and POS deliveries as needed.
• General office duties include UPS Shipments, phone calls, emails, fax, etc.
• Product delivery coordination with MAT Managers outside of the local Music Marketing delivery territory as
  needed.
• Organize and maintain inventory on all Dealer Loader items.
• Order POS for local/festival needs
• Organize and keep updated inventory on Hero Cards
• Stage/ship orders for Sponsored Artists
• Festival staging/prep
• Maintain department Van
• Assist with Event Marketing if needed – Assessment, planning, setup, coordination and execution.
• Work with Music Marketing staff to identify and develop ideas and concepts for new Music POS items.
• Assist with other Music Marketing projects as needed.
• Schedule Music Marketing MAT

Position Requirements:

• Previous Management experience
• Working knowledge of current POS trends and willingness to research concepts.
• Some general computer skills (email, web browsing, etc)
• Open to fluctuating schedules
• Ability to multi-task
• Ability to work independently and with a team
• May be asked to travel with the team to events and activations

Base Pay Range: USD $67,000 (+)

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)