VP Global Marketing - Luxury Heating

We need to output HTML fragment with sections: About the role? Actually we need to use

for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must only include sections when posting has real specific content. The posting includes responsibilities (Key Responsibilities), Requirements (Essential, Preferred), Benefits (Base salary range, Full benefits package, etc). Also maybe About the role (intro paragraph). We should not repeat job title as heading. No Job ID. Remove boilerplate like EEO, etc. Also remove navigation, cookie, legal, duplicated lines, application instructions. Also remove Keller description at end (Keller is a recruitment agency...). Also remove Equal Employment Opportunity etc. Also remove "Additional Information" maybe includes work authorization, location, workplace type. That is substantive: location, work authorization, workplace type. Should we put that under About the role? Could be a short paragraph. We'll include About the role section with intro paragraphs (first paragraph about Keller Executive Search etc). Also include location and work auth maybe in About the role or separate? Probably keep in About the role. We must not create Pay/Schedule/Benefits sections unless posting actually states them. Benefits: they have base salary range, full benefits package, newly created role, etc. So we can include Benefits section with those details. Pay: they gave base salary range; that could be considered Pay. But they said "never create Pay/Schedule/Benefits sections unless the posting actually states them." They gave base salary range, so we can include Pay section. However they also said "Prefer a few substantive sections over many thin ones." Could combine Pay and Benefits into one Benefits section? But they said use headings like Benefits, Pay, Schedule. We could include Benefits section that includes salary range and benefits. Or separate Pay and Benefits. Since they said prefer few substantive sections, maybe combine into Benefits. But they said "never create Pay/Schedule/Benefits sections unless the posting actually states them." It doesn't forbid having both; but we should avoid thin sections. The posting gives base salary range and "Full benefits package." That's enough for Benefits. Could also include Pay as separate but that would be thin. I'd combine into Benefits. Schedule: not mentioned, so omit. Qualifications: maybe same as Requirements. Could have Requirements section. Qualifications maybe not needed. We'll include Requirements. Skills: maybe not separate; could be part of Requirements. Thus sections: About the role, Responsibilities, Requirements, Benefits. We need to use

for each heading. Use

• for any list of duties/requirements/benefits. Use

  for prose. We must preserve all substantive information; do not invent or summarize away detail. Must not omit any substantive info. Need to include all responsibilities list items, requirements essential and preferred, benefits details, location, work auth, workplace type, etc. Let's extract. Intro paragraphs: "Keller Executive Search is working with a high-growth manufacturer specializing in premium outdoor living and building products to recruit a VP Global Marketing for its heating division. Demand within this considered-purchase market continues to strengthen as outdoor hospitality grows, homeowners invest more heavily in premium exterior spaces, and buyers increasingly seek smarter, more energy-conscious heating solutions. The organization operates across North America, Europe, and Australia/New Zealand, offering sophisticated, high-value products through distributors, dealer networks, architects and specifiers, direct sales, and eCommerce channels. This role will take full ownership of global marketing for the heating portfolio. The VP Global Marketing will be responsible for building demand, strengthening market presence, and ensuring marketing activity translates into measurable revenue across three distinctly different regions. Reporting to the Global President for Heating, the successful candidate will also join the divisional leadership team. They will oversee an experienced internal marketing group, including a Brand Director and Head of Performance Marketing, while directing relationships with external agencies. This is an opportunity to shape and build the function rather than inherit a fully established model. Priorities will include creating a cohesive global brand framework that works effectively within local markets, implementing meaningful attribution and measurement, and ensuring marketing investment can be directly connected to commercial performance. Success will be measured through qualified demand, conversion, ROAS, and competitive share gains." Then "The position requires a marketing leader who is equally comfortable protecting a premium brand and interrogating performance data. Strong creative judgment must sit alongside the ability to understand the numbers, challenge results, and manage a structured full-funnel marketing operation. A background weighted heavily toward only brand development or only performance marketing will not be sufficient. The successful candidate will bring both disciplines together under one commercial framework, establish close working relationships with regional sales leadership, and turn complex technical products into clear and relevant propositions for homeowners, builders, dealers, architects, and hospitality operators. For a leader who wants to build a global marketing capability from a strong platform while being directly accountable for commercial results, the role offers significant scope and influence." That's more about role. Then "Key Responsibilities" list bullet points. Then "Additional Information" includes: Applicants must already have authorization to work in the United States. Workplace type: on-site, with the successful candidate working from one of the company's two hubs. Location: Orange County, California or Charlotte, North Carolina. Then "Requirements Essential" list bullet points. Then "Preferred Experience" list bullet points. Then "Benefits": Base salary range of approximately $200,000 to $240,000, depending on experience. Full benefits package. A newly created, high-visibility global leadership role with a seat on the divisional leadership team. Genuine scope to build a global marketing function from a strong base in a growing premium category. Leadership of a senior in-house team plus external agency partners across three regions. Then Keller description etc (remove). Then EEO etc (remove). Also "Recruitment and Executive Search Charlotte: Keller Recruitment Services..." remove. We need to keep all substantive info. Now produce HTML. Structure:

  About the role

  ... (intro paragraphs combined maybe two paragraphs)

  Maybe also include location and work auth within About the role? Could be separate paragraph. Better: After intro, add a paragraph: "Applicants must already have authorization to work in the United States. The role is on-site, based either in Orange County, California or Charlotte, North Carolina." That preserves info. Then

  Responsibilities

  • ... each responsibility
  Then

  Requirements

  • ... essential requirements
  Maybe also include Preferred as part of Requirements? Could separate but risk thin. Could include both essential and preferred under Requirements with subheadings? But we cannot add extra headings besides the allowed ones? The instruction: use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but says use those for section headings. Probably we should stick to those. Could we include Preferred under Requirements as part of same list? Might lose distinction but still preserve info. Could we add a note inside

  that distinguishes essential vs preferred? Might be okay. But we need to preserve all substantive info; we can list both essential and preferred as separate

  under Requirements heading, maybe with a

  preceding each list. That's still within Requirements section. Thus:

  Requirements

  Essential:

  ...

  Preferred:

  ...
  That preserves. Then

  Benefits

  • Base salary range of approximately $200,000 to $240,000, depending on experience.
  • Full benefits package.
  • A newly created, high-visibility global leadership role with a seat on the divisional leadership team.
  • Genuine scope to build a global marketing function from a strong base in a growing premium category.
  • Leadership of a senior in-house team plus external agency partners across three regions.
  Make sure not to include Keller description. Now ensure we didn't miss any substantive info: The part about "Success will be measured through qualified demand, conversion, ROAS, and competitive share gains." Already in intro. Also "The VP Global Marketing will be responsible for building demand, strengthening market presence, and ensuring marketing activity translates into measurable revenue across three distinctly different regions." included. Also "Reporting to the Global President for Heating, the successful candidate will also join the divisional leadership team." included. Also "They will oversee an experienced internal marketing group, including a Brand Director and Head of Performance Marketing, while directing relationships with external agencies." included. Also "This is an opportunity to shape and build the function rather than inherit a fully established model." included. Also "Priorities will include creating a cohesive global brand framework that works effectively within local markets, implementing meaningful attribution and measurement, and ensuring marketing investment can be directly connected to commercial performance." included. Also "The position requires a marketing leader who is equally comfortable protecting a premium brand and interrogating performance data. Strong creative judgment must sit alongside the ability to understand the numbers, challenge results, and manage a structured full-funnel marketing operation. A background weighted heavily toward only brand development or only performance marketing will not be sufficient. The successful candidate will bring both disciplines together under one commercial framework, establish close working relationships with regional sales leadership, and turn complex technical products into clear and relevant propositions for homeowners, builders, dealers, architects, and hospitality operators. For a leader who wants to build a global marketing capability from a strong platform while being directly accountable for commercial results, the role offers significant scope and influence." included. Now responsibilities list: need to capture each bullet. Let's list them exactly: - Work alongside regional sales leaders to build market-specific plans, emphasizing qualified opportunities, stronger lead quality, and an effective transition from marketing into sales. - Manage the global marketing budget, determining how investment is distributed across brand, demand generation, trade, and specification activity in line with growth objectives. - Establish the segmentation, buyer personas, and customer journey frameworks used across the commercial organization, reflecting differences between audiences and geographic markets. - Create the global marketing direction for the heating division and adapt that strategy into practical plans for North America, Europe, and Australia/New Zealand. - Develop the next level of regional marketing leadership and strengthen leadership capability across the wider function. - Build reliable dashboards, attribution models, and sales-connected measurement systems, personally reviewing the data and ensuring tracking is established correctly before spend increases. - Maintain a single global brand framework while allowing for appropriate local execution, protecting consistency in identity, messaging, tone, and quality across channels, partners, regions, and dealer-produced materials. - Improve marketing efficiency by identifying lower-value expenditure, shifting investment toward stronger-return opportunities, and increasing the accuracy of forecasting. - Lead competitive analysis and positioning against the business's primary competitors, ensuring market insights are translated into practical sales and marketing approaches. - Oversee and develop the Brand Director and Head of Performance Marketing, bringing brand and performance activity together under a shared commercial measurement framework. - Ensure campaigns begin with a defined commercial rationale and are evaluated against measurable revenue and ROAS outcomes, with results presented in clear commercial terms. - Manage agency relationships by establishing clear scopes, questioning recommendations, identifying root causes, and holding partners accountable for business outcomes rather than activity or output alone. - Guide the marketing team in simplifying complex technical product information and tailoring messaging to the needs of buyers throughout each stage of the purchasing process. - Take responsibility for the entire marketing funnel, connecting awareness-building activity with qualified leads, quotations, orders, and resulting commercial performance. Now requirements essential list: - Demonstrated experience marketing within premium consumer durables, outdoor living, appliances, building products, or a comparable technical category involving considered purchases. - Strong practical command of analytics, dashboards, ROAS, and cost-per-lead, combined with disciplined budget management and direct personal engagement with performance data. - At least 10 years of marketing experience, including a minimum of 2 years at Head of function, VP, or CMO level with responsibility for teams and budgets. - Experience managing