Director of FP&A, Marketing

We need to output HTML fragment with sections: About the role? Actually we need to use headings for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include only sections where there is real specific content. The posting includes: About Leaf Home (company description) but not necessarily "About the role". There's a Position Summary, Essential Duties And Responsibilities, Experience And Minimum Qualifications, Preferred Knowledge..., Travel Requirements, Overtime/Additional Hours Requirements, Physical Requirements, Are We Your Company? (maybe company culture), What We Offer (benefits), Additional Perks, Awards and Recognition, Diversity and Equal Opportunity, ADA statement. We need to map to allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to decide which sections to include based on content. - About the role: Could use Position Summary and maybe "Why Leaf Home" etc. But we must not repeat job title as heading. So we can have

About the role

with content from Position Summary and maybe "Why Leaf Home" (the bullet list). However "Why Leaf Home" is more about company; but we can include as part of About the role. - Responsibilities: Essential Duties And Responsibilities (planning and forecasting, channel economics, market-level spend optimization, reporting and business partnership, leadership and process). Use

• . - Requirements: Experience And Minimum Qualifications (list). Use
  . - Qualifications: Preferred Knowledge, Skills, Abilities Or Certifications (list). Use
  . - Skills: Could be part of Qualifications? But we already have Qualifications heading; maybe we can combine? The instruction: Use headings for sections e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we could have both Qualifications and Skills separate if there is content. The posting includes "Experience And Minimum Qualifications" (that's qualifications) and "Preferred Knowledge, Skills, Abilities Or Certifications" (skills). So we can have Qualifications for the minimum qualifications, and Skills for preferred. - Benefits: "What We Offer" includes compensation package, medical, dental, vision, retirement, parental leave, PTO, fitness programs, meal delivery, health wellbeing, financial wellness, childcare, opportunities for growth, additional perks (EAP, discount marketplace, flexible gym, ERGs). Also Awards and Recognition maybe not benefits. So we can create Benefits section with those. - Pay: Not explicitly stated; there is "Industry-leading compensation package" but no specific numbers. The instruction says: never create Pay/Schedule/Benefits sections unless the posting actually states them. It says "Industry-leading compensation package" is a statement but not specific numbers. Is that enough? It says "never create Pay/Schedule/Benefits sections unless the posting actually states them." The phrase "Industry-leading compensation package" is a statement about pay but not specific. Might be considered stating compensation exists but not details. Safer to omit Pay section because no specific numbers or range. Similarly Schedule: there is Travel Requirements (occasional overnight travel 1-10%), Overtime/Additional Hours Requirements (additional and non-standard hours may be required (exempt)), Physical Requirements (normal office environment). Not exactly schedule like full-time/part-time. The instruction: never create Schedule section unless posting actually states them. There's no explicit schedule like "Full-time", "Monday-Friday". So we should omit Schedule. Thus sections: About the role, Responsibilities, Requirements (minimum qualifications), Skills (preferred), Benefits. We need to preserve all substantive information; do not invent or summarize away detail. Must not include boilerplate like EEO, legal, etc. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. So we must exclude Diversity and Equal Opportunity, ADA statement, etc. Also exclude "Are We Your Company?" maybe that's company culture but could be part of About the role? It's not boilerplate; it's about company values. Might be considered substantive. But we already have About the role; we could incorporate some of that content. However we must not duplicate. The "Are We Your Company?" section includes bullet points: Focused On Growth, etc. That's substantive about company. Could be included under About the role or maybe a separate section like "About the company". But we only allowed headings list; we could still use About the role to include company description. It's okay. We must not include "Awards and Recognition" maybe that's also substantive but not under allowed headings; we could incorporate into About the role or Benefits? It's not benefits. Could be omitted? The instruction: Preserve ALL substantive information; do NOT invent or summarize away detail. So we need to keep awards and recognition info somewhere. Since we don't have a heading for that, we could put it under About the role as a paragraph. That's acceptable. Similarly "Travel Requirements", "Overtime/Additional Hours Requirements", "Physical Requirements" are substantive; we need to include them somewhere. They don't fit under allowed headings exactly but could be part of Responsibilities? Not really. Could be part of Requirements? Not exactly. Could be part of Skills? Not. Could be part of Benefits? Not. Could be part of About the role? Not. But we must preserve all substantive info. The instruction says we can only use those headings; but we can also include paragraphs (

  ) not under headings? The instruction: Use

  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. It doesn't forbid other headings, but says "Use

    for section headings (e.g. ...)" implying we should use those headings for sections. It doesn't say we cannot have other headings, but to follow the pattern we likely should stick to those. However we need to include travel, overtime, physical requirements. Could we incorporate them under Responsibilities? Not really. Could we create a section "Requirements" and include those as sub-items? But Requirements heading is for qualifications; mixing might be confusing but still preserves info. However the instruction: "Use

    for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It gives examples but not exclusive. It might be okay to add other headings like "Travel Requirements" but they'd deviate from examples. Safer to incorporate into existing sections: maybe under Responsibilities we can add a bullet for "Travel Requirements: Occasional overnight travel is required (1-10%)". Under Responsibilities we could also add "Overtime/Additional Hours Requirements: Additional and non-standard hours may be required (exempt)." Under Responsibilities we could add "Physical Requirements: Normal office environment...". That would preserve info. Similarly "Are We Your Company?" could be under About the role as prose. "Awards and Recognition" could be under About the role as prose. "Diversity and Equal Opportunity" and ADA statement are boilerplate to remove. Thus final HTML:

    About the role

    Position Summary: The Director of FP&A, Marketing is the senior finance partner to Leaf Home's marketing organization and owns the planning, forecasting, and performance analysis of our marketing investment. Marketing is the front end of our growth engine: every dollar we spend across digital, email, print, postcard, and TV drives the leads and in-home appointments that become sales. In this role, you'll partner with the CMO, SVP of Marketing, and channel leaders to build the models that connect spend to leads, appointments, sales, and revenue, and use them to help marketing leadership decide where the next dollar goes.

    Why Leaf Home: We Win – Being driven every day to win is who we are; People Powered – Recognized as a top Ohio and U.S. workplace by Great Place to Work®, Energage, and more; Family Feel with Enterprise-Level Resources – You are important to us, and we’ve built a culture you’ll love; Support – Inclusion, sustainability, and reliability surround everything we do; Personal Growth – Dedicated to providing resources and encouragement for employee growth; Mobility – Locations throughout the U.S. and Canada, with continued expansion.

    Are We Your Company? Focused On Growth Leaf Home Is Dominating The Home Improvement Industry As We Continue To Grow. We Work Hard And Play Harder. With Offices Across The U.S. And Canada, Our Diverse Team Spans Marketing, Sales, Installation, And Service. We Are Committed To Employee Growth Through Innovating, Always – Providing cutting-edge solutions for employees and customers Partnering with Our Customers – Building trusted relationships at the core of everything we do Empowering Employees – Creating opportunities for growth and success in a supportive environment Supporting Our Communities – Giving back to the places our customers and employees call home.

    Awards and Recognition: Leaf Home Has Been Recognized As a Top Workplace By The Plain Dealer, Is a Multi-year Recipient Of Top Workplaces USA by Energage, And Is Great Place To Work® Certified™. Additional Recognitions Include Remodeling 550 list placements Qualified Remodeler Top 500 rankings Smart Culture Awards for employee-focused culture Inc. 5000 and Inc. 5000 Regionals: Midwest growth recognition. For a full list of awards, visit www.leafhome.com/press/.

    Responsibilities

    • Planning and forecasting: Own the annual marketing budget as well as monthly and quarterly reforecasts, including risk and opportunity analysis for leadership; Build and maintain driver-based models that link spend by channel to lead volume, appointments set and issued, close rates, and revenue; Model seasonality, market expansion, and brand-level demand so marketing plans align with sales capacity and installation schedules.
    • Channel economics and ROI: Measure the performance and efficiency of each channel, including digital and offline channels using metrics such as cost per lead, cost per issued appointment, cost per sale, and marketing spend as a percentage of revenue; Evaluate direct mail economics, including cost per piece, response rates, list and circulation strategy, and incremental lift from print and postcard campaigns; Partner with marketing analytics on attribution, incrementality testing, and media mix modeling, especially for harder-to-measure channels like TV and print; Recommend budget reallocations across channels, brands, and markets based on marginal return, and quantify the expected impact.
    • Market-level spend optimization: Support the optimization of marketing spend across Leaf Home's office locations throughout North America, maintaining balanced investment to the markets with the strongest demand and conversion potential while maintaining a minimum level of lead flow in lower performing markets; Build market-level views of funnel performance, from leads to appointments set and issued to sales and installs, and pinpoint where each office gains or loses efficiency; Factor local demand drivers, such as seasonality, weather, housing stock, and competitive intensity, into spend plans for each market; Align marketing spend with each office's sales and installation capacity so lead volume matches what the field can convert; Recommend when to scale, hold, or pull back spend by market, and set the financial guardrails for testing and launching new locations.
    • Reporting and business partnership: Lead monthly, and quarterly business reviews for marketing, with clear commentary on performance versus plan and the drivers behind variances; Serve as a trusted advisor to the marketing leadership team, translating financial analysis into practical recommendations; Build business cases for new channels, campaigns, creative tests, and vendor or agency investments, and track results after launch; Work with Accounting on month-end close, accruals, and media vendor spend to ensure accurate marketing P&L reporting.
    • Leadership and process: Lead, coach, and develop a team of FP&A analysts; Improve planning tools, data pipelines, and dashboards to make reporting faster, more automated