Technology Research Manager leads research and evaluation of emerging trends in the information technology field to determine their worth to the organization. Designs and oversees staff education on the use of new technology. Being a Technology Research Manager recommends ways to apply new products and solutions that will maximize their value to the organization. Requires a bachelor's degree in area of specialty. Additionally, Technology Research Manager typically reports to a head of a unit/department. The Technology Research Manager manages subordinate staff in the day-to-day performance of their jobs. True first level manager. Ensures that project/department milestones/goals are met and adhering to approved budgets. Has full authority for personnel actions. Extensive knowledge of department processes. To be a Technology Research Manager typically requires 5 years experience in the related area as an individual contributor. 1 to 3 years supervisory experience may be required. (Copyright 2024 Salary.com)
Position Summary
The Manager of Market Research is responsible for leading the design, implementation and reporting of multiple market research and analysis projects related to existing and potential new markets for Neptune’s products and services.
Objectives:
Requirements
Education: Bachelor of Science degree in Mathematics, Engineering, Computer Science, Applied Science or Business
Experience: 10 years of related experience.
Skills: Experience with market research, data analysis, reporting and presentation required. Pragmatic Marketing Certification is a plus.
Conducts work assignments of increasing complexity, under moderate supervision with some latitude for independent judgement.
Analytical mind and strong quantitative and problem-solving skills. Positive attitude and high energy, creativity and strong learning ability. Excellent interpersonal and communication skills (both verbal and written).
Location: Duluth, GA
5% - 10% Travel Required.
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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)