Vice President - Marketing

Health Management Associates; United States; On-site; USD 180,000 - 280,000; Full time

Job summary

Health Management Associates is seeking a visionary VP of Marketing to shape and execute enterprise strategy that drives long-term growth, market position, and demand across health care services. You will partner with sales, business development, and executives to guide the marketing function and deliver measurable results.

The ideal candidate will have extensive B2B/B2G healthcare marketing leadership, a proven ability to manage a team, and a track record of aligning brand, demand, and revenue

Qualifications

• Bachelor's degree in marketing, communications, business, or related field is required. An advanced degree is preferred.
• At least 15 years of progressive B2B and/or B2G marketing experience with significant leadership responsibility.
• Healthcare experience and experience in consulting or professional services are strongly preferred.
• Experience linking enterprise marketing strategy to growth and revenue, leading teams, developing brand and demand-generation strategies, and evolving marketing operating models in complex organizations.

Responsibilities

• Own and evolve enterprise marketing strategy in alignment with growth objectives and priorities.
• Define priority audiences, markets, accounts, and growth opportunities; guide resource allocation.
• Shape brand strength, demand, pipeline, revenue, and client engagement with governance.
• Set priorities and investment trade-offs; communicate resource needs and expected outcomes.
• Strengthen market position and align brand strategy across the organization and future acquisitions.
• Design the marketing operating model and governance for intake, prioritization, and accountability.
• Align campaigns, content, events, and performance measurement with enterprise objectives.
• Define measures for pipeline, revenue, ROI, and client engagement; enable data-driven decisions.
• Advise leaders on growth opportunities and investment decisions; build cross-organizational alignment.
• Lead, coach, and develop the marketing team, fostering excellence, collaboration, and accountability.
• Perform all other duties as assigned.

Skills

Enterprise marketing strategy

Brand positioning

Demand generation

CRM & marketing automation

Leadership & team development

Executive stakeholder influence

Education

Bachelor's degree in marketing, communications, or business

Advanced degree preferred

Job description

Job Summary

The VP, Marketing sets HMA's enterprise marketing strategy and defines how marketing drives long-term growth, market position, and demand. This role establishes priorities, investment focus, brand governance, operating expectations, and performance measures across HMA and its affiliated organizations. The VP, Marketing partners with leaders to identify opportunities for business impact, leads and develops the marketing team and function, and is accountable for strategic execution, performance, and results.

Ideal candidates for this position will have experience marketing healthcare professional services to payers, providers, state agencies, and life sciences organizations. They will also have experience developing and leading a marketing team while partnering closely with sales, business development, and other business leaders to drive organizational growth.

Responsibilities

• Enterprise Marketing Strategy and Growth Direction
  • Own and evolve HMA's enterprise marketing strategy in alignment with growth objectives and business priorities.
  • Work with leaders to clarify priority audiences, markets, accounts, and growth opportunities.
  • Define marketing's contribution to brand strength, demand, pipeline, revenue, and client engagement, and focus resources accordingly.
  • Set priorities and investment recommendations, communicating trade-offs, resource needs, and expected outcomes.
• Brand Positioning and Market Differentiation
  • Strengthen HMA's market position and ensure clear, differentiated enterprise messaging.
  • Align brand strategy across HMA, affiliated organizations, and future acquisitions.
  • Use market, buyer, client, and competitive insights to shape positioning, messaging, growth strategy, and brand governance.
  • Partner with the Marketing Director and VP Thought Leadership to ensure campaigns, events, thought leadership, and PR strategies reinforce brand positioning and market differentiation.
• Marketing Operating Model and Governance
  • Evolve marketing into a proactive, priority-driven enterprise function.
  • Design the marketing operating model and governance for intake, prioritization, resource allocation, decisions, and accountability.
  • Align marketing roles, capabilities, and resources with enterprise priorities and operating needs.
• Marketing Operations and Performance Strategy
  • Work with the Marketing Director and VP Thought Leadership and Events to align campaign planning, content strategy, events, and performance measurement to enterprise marketing objectives.
  • Set direction for CRM, marketing automation, data strategy, and performance visibility.
  • Define measures for marketing performance, including pipeline, revenue, return on investment, brand strength, and client engagement.
  • Use performance and market insights to scale, adjust, or stop activity and set clear expectations for execution and accountability.
• Executive Partnership and Enterprise Influence
  • Advise leaders on market positioning, growth opportunities, marketing priorities, and investment decisions.
  • Build trust and influence decisions across a complex, matrixed organization.
  • Communicate strategy and results clearly while building alignment across the organization.
• Team Leadership and Development
  • Lead, coach, and develop the marketing team including the Marketing Director and VP Thought Leadership and Events, through clear expectations, feedback, and a high-trust environment.
  • Build team capability, support professional development, and manage performance with consistency and care.
  • Foster a culture of excellence, innovation, collaboration, and accountability.
• All other duties as assigned.

Qualifications

Education/Training

A bachelor's degree in marketing, communications, business, or a related field is required. An advanced degree is preferred.

Experience

At least 15 years of progressive B2B and/or B2G marketing experience, including significant leadership responsibility, is required. Healthcare experience and experience in consulting or professional services are strongly preferred. Experience linking enterprise marketing strategy to growth and revenue, leading teams, developing brand and demand-generation strategies, and evolving marketing operating models in complex organizations is required.

Knowledge, Skills, And Abilities

• Knowledge of enterprise marketing strategy, brand positioning, differentiation, and demand generation.
• Knowledge of B2B and/or B2G marketing, buyer behavior, market intelligence, and growth strategy.
• Ability to connect marketing strategy and investment to growth, pipeline, revenue, and return on investment.
• Ability to establish enterprise priorities, governance, operating models, performance expectations, and accountability.
• Ability to influence leaders and build relationships across a complex, matrixed organization.
• Ability to lead, develop, and evaluate staff while building a high-performing team.
• Strong strategic thinking, analytical, problem-solving, and decision-making skills.
• Excellent verbal, written, and presentation communication skills.
• Knowledge of CRM, marketing automation, analytics, and performance measurement systems. Salesforce Account Engagement experience preferred.
• Ability to adapt to changing priorities while maintaining confidentiality and sound judgment.

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)