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Brand Manager in Hartford, CT

Brand Manager Job Description

Brand managers plan, develop and implement brand strategies and marketing programs for a particular business or product. They are responsible for providing branding direction, developing and executing brand marketing programs, and ensuring brand consistency across channels. This position requires strong communication, leadership, team-building and analytical skills.

Typical brand manager duties:

Reviewing market research to anticipate competitive and industry trends, and translating consumer attitudes into new branding directionsCoordinating sales, pricing, product supply and product development to meet strategic objectivesConsulting with design and development teams about market requirements and product features

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Salary for Brand Manager in Hartford, CT
92055 - 131670
Low
92055
The candidate is new to the role or has limited experience and is building necessary skills.
Mid
110010
The candidate has moderate experience in the role, meets most requirements or has equivalent transferable skills, and may also have relevant certifications.
High
131670
The candidate has extensive experience and advanced skills for the role, and may also have specialized certifications.
Projected salaries for related positions Job title Low Mid High Chief Marketing Officer 194370 232845 283575 Vice President of Marketing 168435 197790 226005 Marketing Director 123975 150765 187530 Product Manager 105735 135945 158745 Product Marketing Manager 102315 128820 156180 Marketing Manager 102885 123120 145350 Marketing Coordinator 57285 70965 86355 Project Manager 79230 94050 114000 Customer Experience Marketing Manager 68115 85500 102315 Market Researcher 67260 83505 102600 Media Director 110580 133665 156180 Media Buyer 70110 80940 98325 Media Planner 68685 79800 95760 Communications Manager 88635 104025 119700 Communications Specialist 62130 73245 88920 Event Manager 63840 78375 96330 Event Coordinator 50160 58140 68115

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Our starting salary projections come from a rigorous, multistep process so that our numbers accurately reflect the marketplace. They are based on actual compensation for professionals Robert Half has matched with employers across the country and third-party job posting data from Textkernel that we use to independently validate the salary levels. Starting compensation—pay for someone new to a role—can vary significantly based on a candidate’s skills, experience and certifications, as well as other factors including industry, company size and revenue, and demand for the role. To reflect this variability, we report our salary data in three levels: low, mid and high.