CRM Coordinator – Global CRM
for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones.
We need to decide which sections to include based on content.
We have:
- About MCM (company description) – could be "About the role"? Actually "About MCM" is about company, not role. The instruction says use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. But we can adapt? It says use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should use those headings if we have content. If we have company description maybe we can put under "About the role"? But that might be inaccurate. However we could treat "About MCM" as "About the role"? Not ideal. Maybe we can create a section "About the company"? Not in list. But we must follow instruction: use those headings for sections. It says "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." The e.g. suggests those are examples, not exclusive? It says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Likely they expect us to use those headings when appropriate. If we have content that doesn't fit those, maybe we still use a heading but not from list? The instruction ambiguous. Safer to stick to those headings where possible, and maybe omit sections that don't map.
We have substantive content:
- Position Overview (description of role) – could be "About the role".
- Key Responsibilities – "Responsibilities".
- Experience & Key Competencies – could be "Requirements" or "Qualifications" or "Skills". We have experience and competencies. Could split: Requirements (minimum experience) and Skills (competencies). But we can combine into one section "Requirements" maybe.
- Salary & Benefits – we have salary range and benefits list. So we can have "Pay" and "Benefits" sections. The instruction says never create Pay/Schedule/Benefits sections unless posting actually states them. It does state salary and benefits, so we can include.
- Unique Challenges & Opportunities – maybe could be "Skills"? Not exactly. Could be omitted or put under "About the role"? Might be considered filler? It's substantive though. Could be a separate section but not in list. Perhaps we can incorporate into "About the role" or "Responsibilities". But it's about opportunities, not duties. Might be okay to include as a section with heading "Opportunities"? Not in list. Might be better to omit to keep few substantive sections.
- Location, Reports To, Travel – these are metadata. Could be folded into a short
under maybe "About the role" or omitted. The instruction says fold minor metadata into a short
or drop it. So we can include a short paragraph with location, reports to, travel.
- EEO boilerplate – remove.
- Salary Description duplicate – we already have salary.
Thus final HTML could be:
About the role
[Position Overview text]
Responsibilities
- ...
Requirements
- ...
(maybe combine experience and competencies)
Pay
Salary: $68,000 – $80,000 base salary annually contingent on experience
Benefits
- Comprehensive medical, dental, and vision insurance
- Paid time off and holidays
- 401(k) retirement plan
- Employee product discount
- Opportunity to work in a global luxury retail environment
Then a short paragraph for location etc: Location: New York City (Fully Onsite). Reports to: SVP of Global Retail Acceleration and L&D. Travel: Up to 20% (store visits and training support).
We must ensure we preserve all substantive information from the posting. Let's extract.
About MCM paragraph: "MCM (Modern Creation München) is a luxury lifestyle goods and fashion house founded in 1976 with an attitude defined by cultural Zeitgeist and German heritage. With a focus on functional innovation and a bold, aspirational spirit, MCM connects with a global audience across music, art, travel, and technology. Distributed in over 650 stores worldwide, MCM is driven to revolutionize classic design with futuristic materials for the 21st Century Global Nomad."
That's company description. Should we include? It's substantive. Where to put? Could be part of "About the role" preceding position overview. Or we could make a separate section "About the company" but not in list. Perhaps we can include it in "About the role" as introductory context. The instruction says use headings like About the role, Responsibilities, etc. So we can put company description under About the role before position overview.
Position Overview text: "The CRM Coordinator supports MCM’s global CRM and clienteling operations, with a primary focus on the Americas and support for multi-region initiatives and platform rollouts. This hands-on role keeps CRM running day to day: building client segments, safeguarding data quality, serving as first-line support for clienteling and CRM tools, and producing the reporting that shows how client programs perform. Working closely with Retail, Business Intelligence, Digital, Learning & Development, IT, and global CRM partners, the CRM Coordinator helps turn client data into action for store teams, executing outreach tied to product launches, seasonal moments, and client development programs. The ideal candidate is organized, data-minded, and service-oriented, and is energized by making tools and processes work better for the people who use them."
Key Responsibilities list: many bullet points. We need to capture each as - .
Experience & Key Competencies: includes minimum 2 years experience, hands-on experience within Salesforce ecosystem, etc. We'll list as
- under Requirements.
Salary & Benefits: base salary range, comprehensive medical..., paid time off, 401(k), employee product discount, opportunity to work in a global luxury retail environment.
Unique Challenges & Opportunities: list of four bullet points. Could be included maybe under "About the role" or separate "Opportunities". Since not in list, maybe we incorporate into "About the role" after position overview as a paragraph? But it's a list. Could be a separate section "Opportunities" but not in list. Might be okay to add a heading "Opportunities" as
though not in examples? Might violate instruction to only use those headings? It says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). The e.g. suggests those are examples but not exclusive? Usually they'd want those headings. Safer to stick to those. So we could incorporate Unique Challenges & Opportunities into "About the role" or "Responsibilities". It's more about opportunities, maybe fit under "About the role". We'll add a paragraph after position overview describing those.
Location etc: short paragraph.
Now ensure we don't include boilerplate: Equal Opportunity Employer, etc. Remove.
Also remove duplicated lines: Salary Description repeated.
Now produce HTML fragment.
Let's craft.
About the role
MCM (Modern Creation München) is a luxury lifestyle goods and fashion house founded in 1976 with an attitude defined by cultural Zeitgeist and German heritage. With a focus on functional innovation and a bold, aspirational spirit, MCM connects with a global audience across music, art, travel, and technology. Distributed in over 650 stores worldwide, MCM is driven to revolutionize classic design with futuristic materials for the 21st Century Global Nomad.
The CRM Coordinator supports MCM’s global CRM and clienteling operations, with a primary focus on the Americas and support for multi-region initiatives and platform rollouts. This hands-on role keeps CRM running day to day: building client segments, safeguarding data quality, serving as first-line support for clienteling and CRM tools, and producing the reporting that shows how client programs perform. Working closely with Retail, Business Intelligence, Digital, Learning & Development, IT, and global CRM partners, the CRM Coordinator helps turn client data into action for store teams, executing outreach tied to product launches, seasonal moments, and client development programs. The ideal candidate is organized, data-minded, and service-oriented, and is energized by making tools and processes work better for the people who use them.
Unique challenges and opportunities include coordinating initiatives across multiple markets and regions with varying time zones and business needs; exposure to global luxury retail CRM strategy and multi-market campaign execution; hands‑on involvement in both the operational and creative sides of CRM, with the opportunity to influence how client engagement evolves; and a front‑row seat to CRM platform and data evolution, including new integrations, tools, and capabilities.
Responsibilities
- Manage day-to-day CRM operations, independently determining segmentation criteria and building client segments and outreach lists that support product launches, seasonal moments, client reactivation, and VIP programs.
- Recommend refinements to and ensure client tiering and segmentation logic is applied consistently across CRM and clienteling tools.
- Serve as first-line support for CRM and clienteling tools—triage store issues, manage vendor support tickets through resolution, track release updates, and communicate changes to the field.
- Support user access and login processes for retail teams in partnership with IT, in accordance with company data-access and security policies.
- Maintain high standards of data accuracy across CRM, clienteling, and related systems; support data governance and client consent practices in line with applicable privacy laws and company policy so client data remains accurate and compliant.
- Own recurring CRM performance reporting in partnership with the Business Intelligence team, tracking KPIs such as client retention, reactivation, outreach and appointments, data capture, platform adoption, and campaign ROI; flag trends and data-quality issues and recommend corrective actions.
- Monitor CRM and clienteling adoption across stores and recommend actions to strengthen engagement and operational efficiency.
- Participate in user acceptance testing for new integrations, data flows, campaigns, and platform enhancements, providing hands-on feedback before rollout.
- Maintain CRM process documentation, user guides, and standard operating procedures so knowledge is accessible, current, and transferable.
- Partner with Learning & Development to train store teams on CRM tools
for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. We need to decide which sections to include based on content. We have: - About MCM (company description) – could be "About the role"? Actually "About MCM" is about company, not role. The instruction says use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. But we can adapt? It says use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should use those headings if we have content. If we have company description maybe we can put under "About the role"? But that might be inaccurate. However we could treat "About MCM" as "About the role"? Not ideal. Maybe we can create a section "About the company"? Not in list. But we must follow instruction: use those headings for sections. It says "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." The e.g. suggests those are examples, not exclusive? It says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Likely they expect us to use those headings when appropriate. If we have content that doesn't fit those, maybe we still use a heading but not from list? The instruction ambiguous. Safer to stick to those headings where possible, and maybe omit sections that don't map.
We have substantive content:
- Position Overview (description of role) – could be "About the role".
- Key Responsibilities – "Responsibilities".
- Experience & Key Competencies – could be "Requirements" or "Qualifications" or "Skills". We have experience and competencies. Could split: Requirements (minimum experience) and Skills (competencies). But we can combine into one section "Requirements" maybe.
- Salary & Benefits – we have salary range and benefits list. So we can have "Pay" and "Benefits" sections. The instruction says never create Pay/Schedule/Benefits sections unless posting actually states them. It does state salary and benefits, so we can include.
- Unique Challenges & Opportunities – maybe could be "Skills"? Not exactly. Could be omitted or put under "About the role"? Might be considered filler? It's substantive though. Could be a separate section but not in list. Perhaps we can incorporate into "About the role" or "Responsibilities". But it's about opportunities, not duties. Might be okay to include as a section with heading "Opportunities"? Not in list. Might be better to omit to keep few substantive sections.
- Location, Reports To, Travel – these are metadata. Could be folded into a short
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Likely they expect us to use those headings when appropriate. If we have content that doesn't fit those, maybe we still use a heading but not from list? The instruction ambiguous. Safer to stick to those headings where possible, and maybe omit sections that don't map. We have substantive content: - Position Overview (description of role) – could be "About the role". - Key Responsibilities – "Responsibilities". - Experience & Key Competencies – could be "Requirements" or "Qualifications" or "Skills". We have experience and competencies. Could split: Requirements (minimum experience) and Skills (competencies). But we can combine into one section "Requirements" maybe. - Salary & Benefits – we have salary range and benefits list. So we can have "Pay" and "Benefits" sections. The instruction says never create Pay/Schedule/Benefits sections unless posting actually states them. It does state salary and benefits, so we can include. - Unique Challenges & Opportunities – maybe could be "Skills"? Not exactly. Could be omitted or put under "About the role"? Might be considered filler? It's substantive though. Could be a separate section but not in list. Perhaps we can incorporate into "About the role" or "Responsibilities". But it's about opportunities, not duties. Might be okay to include as a section with heading "Opportunities"? Not in list. Might be better to omit to keep few substantive sections. - Location, Reports To, Travel – these are metadata. Could be folded into a short
under maybe "About the role" or omitted. The instruction says fold minor metadata into a short
or drop it. So we can include a short paragraph with location, reports to, travel. - EEO boilerplate – remove. - Salary Description duplicate – we already have salary. Thus final HTML could be:
About the role
[Position Overview text]
Responsibilities
- ...
Requirements
- ...
Pay
Salary: $68,000 – $80,000 base salary annually contingent on experience
Benefits
- Comprehensive medical, dental, and vision insurance
- Paid time off and holidays
- 401(k) retirement plan
- Employee product discount
- Opportunity to work in a global luxury retail environment
Location: New York City (Fully Onsite). Reports to: SVP of Global Retail Acceleration and L&D. Travel: Up to 20% (store visits and training support).
We must ensure we preserve all substantive information from the posting. Let's extract. About MCM paragraph: "MCM (Modern Creation München) is a luxury lifestyle goods and fashion house founded in 1976 with an attitude defined by cultural Zeitgeist and German heritage. With a focus on functional innovation and a bold, aspirational spirit, MCM connects with a global audience across music, art, travel, and technology. Distributed in over 650 stores worldwide, MCM is driven to revolutionize classic design with futuristic materials for the 21st Century Global Nomad." That's company description. Should we include? It's substantive. Where to put? Could be part of "About the role" preceding position overview. Or we could make a separate section "About the company" but not in list. Perhaps we can include it in "About the role" as introductory context. The instruction says use headings like About the role, Responsibilities, etc. So we can put company description under About the role before position overview. Position Overview text: "The CRM Coordinator supports MCM’s global CRM and clienteling operations, with a primary focus on the Americas and support for multi-region initiatives and platform rollouts. This hands-on role keeps CRM running day to day: building client segments, safeguarding data quality, serving as first-line support for clienteling and CRM tools, and producing the reporting that shows how client programs perform. Working closely with Retail, Business Intelligence, Digital, Learning & Development, IT, and global CRM partners, the CRM Coordinator helps turn client data into action for store teams, executing outreach tied to product launches, seasonal moments, and client development programs. The ideal candidate is organized, data-minded, and service-oriented, and is energized by making tools and processes work better for the people who use them." Key Responsibilities list: many bullet points. We need to capture each as though not in examples? Might violate instruction to only use those headings? It says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). The e.g. suggests those are examples but not exclusive? Usually they'd want those headings. Safer to stick to those. So we could incorporate Unique Challenges & Opportunities into "About the role" or "Responsibilities". It's more about opportunities, maybe fit under "About the role". We'll add a paragraph after position overview describing those.
Location etc: short paragraph.
Now ensure we don't include boilerplate: Equal Opportunity Employer, etc. Remove.
Also remove duplicated lines: Salary Description repeated.
Now produce HTML fragment.
Let's craft.
About the role
About the role
MCM (Modern Creation München) is a luxury lifestyle goods and fashion house founded in 1976 with an attitude defined by cultural Zeitgeist and German heritage. With a focus on functional innovation and a bold, aspirational spirit, MCM connects with a global audience across music, art, travel, and technology. Distributed in over 650 stores worldwide, MCM is driven to revolutionize classic design with futuristic materials for the 21st Century Global Nomad.
The CRM Coordinator supports MCM’s global CRM and clienteling operations, with a primary focus on the Americas and support for multi-region initiatives and platform rollouts. This hands-on role keeps CRM running day to day: building client segments, safeguarding data quality, serving as first-line support for clienteling and CRM tools, and producing the reporting that shows how client programs perform. Working closely with Retail, Business Intelligence, Digital, Learning & Development, IT, and global CRM partners, the CRM Coordinator helps turn client data into action for store teams, executing outreach tied to product launches, seasonal moments, and client development programs. The ideal candidate is organized, data-minded, and service-oriented, and is energized by making tools and processes work better for the people who use them.
Unique challenges and opportunities include coordinating initiatives across multiple markets and regions with varying time zones and business needs; exposure to global luxury retail CRM strategy and multi-market campaign execution; hands‑on involvement in both the operational and creative sides of CRM, with the opportunity to influence how client engagement evolves; and a front‑row seat to CRM platform and data evolution, including new integrations, tools, and capabilities.
Responsibilities
- Manage day-to-day CRM operations, independently determining segmentation criteria and building client segments and outreach lists that support product launches, seasonal moments, client reactivation, and VIP programs.
- Recommend refinements to and ensure client tiering and segmentation logic is applied consistently across CRM and clienteling tools.
- Serve as first-line support for CRM and clienteling tools—triage store issues, manage vendor support tickets through resolution, track release updates, and communicate changes to the field.
- Support user access and login processes for retail teams in partnership with IT, in accordance with company data-access and security policies.
- Maintain high standards of data accuracy across CRM, clienteling, and related systems; support data governance and client consent practices in line with applicable privacy laws and company policy so client data remains accurate and compliant.
- Own recurring CRM performance reporting in partnership with the Business Intelligence team, tracking KPIs such as client retention, reactivation, outreach and appointments, data capture, platform adoption, and campaign ROI; flag trends and data-quality issues and recommend corrective actions.
- Monitor CRM and clienteling adoption across stores and recommend actions to strengthen engagement and operational efficiency.
- Participate in user acceptance testing for new integrations, data flows, campaigns, and platform enhancements, providing hands-on feedback before rollout.
- Maintain CRM process documentation, user guides, and standard operating procedures so knowledge is accessible, current, and transferable.
- Partner with Learning & Development to train store teams on CRM tools