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                            Foodnews Advertising Manager Job Description

The Foodnews Advertising Manager is responsible for delivering advertising and sponsorship revenue on our
leading food commodity magazine, website and supplement programme. The role is responsible for
budgeted revenue of £350K and developing new commercial opportunities across the business.
The successful candidate will have at least 2-3 years experience of hitting and exceeding revenue targets in
a B2B environment (across ROP, online and sponsorship) and preferably some experience of management.
The role would ideally suit a strong successful senior sales executive looking for an opportunity to join a
rapidly growing business with great potential.
Foodnews operates in the food commodity sector. Although knowledge of media sales in this sector will be
an advantage, it is not a pre-requisite to success in this role.

For further information contact Monika Luis
+44 (20) 337 73911

                           Role Profile – Ads Manager, Foodnews – 05/11/10

Role Title: Advertising Manager, Foodnews
Reporting To: Publishing Director
Division/Group: Informa Agra
Function: Sales

Purpose of role:
To ensure that the maximum possible revenues are being generated by you from Food News and associated

Key Accountabilities for the role
To be responsible for delivering Food News budgeted advertising sales revenues at optimum profitability.

Market Awareness – Maintaining a knowledge of         Face to Face sales – Incorporating sales meetings,
the industry in which you work and an awareness       exhibitions, networking, and business presentations
of factors that may affect your business                  Market and client research/reading industry
     Researching the internet, competitors and               periodicals and publications
        news                                              Organise schedule
     Reading relevant business journals                  Setting clear objectives for each meeting and
     Listening to internal and external customers            ensure alignment to team and company goals
        and networking                                        and targets
     Producing and reviewing surveys and                 Arrangement, planning and set up of meetings
        industry data                                         and logistics
     Attending relevant events                           Attendance at relevant industry events,
     Engineering meetings for learning                       conferences and exhibitions and awards
                                                          Preparation and delivery of presentations
Strategy – Linked to longer term planning,                Proposal construction and management
managing market influences, changes and creative          Relationship management with various
development                                                   accounts and key personnel
    Development and progression of product               Key account management
    Managing revenue                                     Building a process for open ended questions
    Planning future market development from              Assessing varying needs and matching
       an informed perspective                                solutions to right business and customer
    Appraisal/understanding of the bigger                Ensuring benefits are understood
       picture and overall business strategy and          Making the business proposal
       objectives to ensure alignment                      Closing the sale
    Concept development                                   After sales care. Follow up and maintaining the
    Competitor analysis                                     relationship (further meetings, customer
    Staff development and team planning                     service, telephone calls and emails)
    Succession planning
Personal Development: A minimum of 5% of time to be devoted to personal development or learning and
progression in the role. A personal development plan should be identified as part of the appraisal process
and a proportion of time set aside on an ongoing basis to fulfil the plan
Admin - borne out of delivering all Sales accountabilities and therefore covers the spectrum of the Sales

Management Accountabilities:

Managing and Developing People - focusing              Managing Resources - maximising potential from the who
and guiding others in accomplishing work               range of resources available in the business to ensure
objectives while ensuring people are continually       the company and its people are operating at its peak
learning and developing towards excellence and              Interviewing and recruitment
full potential, both individually and collectively.         Compilation of job role profiles
                                                            Succession planning
   Performance Management                                   Scheduling and allocating staff to projects
    Conducting appraisals                                  Staff re organizations, re structures
    Setting objectives                                     Conflict management, mediation and team
    Compiling training plans                                 building i.e. meetings, 1-1’s, working through
    Sourcing and researching providers                       plans and solutions
    Mentoring /Coaching                                    Ordering of equipment
    Supporting the processes and giving                    Meetings with suppliers
      feedback                                              Building, communicating and managing an
    Informal meetings and 1-1’s                              ongoing budget
    Disciplinaries                                         Passing information along the line and
    Formal and informal recognition and                      managing all approval processes ie document
      positive performance management                         preparation, meetings, presentations etc
                                                            Negotiating, creating and managing contracts
Managing Strategy - obtaining information and                 i.e. supplier, employee, freelancers
identifying key issues and relationships relevant to        Maintaining a leadership presence i.e. available
achieving a long-range goal or vision; committing             for feedback, meetings, guidance, support,
to a course of action to accomplish a long-range              advice
goal or vision after developing alternatives based          Liaising with other departments, managers and
on logical assumptions, facts, available resources,           contacts, internal and external
constraints and organisational values.                      Testing, checking and maintaining business
     Review/assessment of strategy, plans and                systems
        outcomes in preparation for forward                 Developing formal processes for identifying
        planning                                              gaps in current processes and increasing
     Interpreting data in a range of forms                   efficiency
     Business and budget planning formulation,
        projections and forecasting
     Presentations and communicating the plans
        internally and externally, and horizontally
        and ensuring buy in from all
     Building and maintaining business
        relationships across the industry i.e.
        networking with peers, attendance at
        events, meetings, lunches, focus groups etc
     Utilising formal channels for feedback –
        meetings, forums etc
Functional Sales Competencies: Level 3 Key Behaviours

You have excellent relationships and contacts within   You skillfully network on a range of levels in client
the industry and can leverage them when necessary      businesses and across the industry
You are aware of competitor activity and               You are adaptable to circumstance and market
strategically plan to maintain advantage               responsive
You communicate your strategy downwards and            You are an example of and promote best practice in
ensure everyone has the same vision                    your group and encourage benchmarking
You have excellent listening skills and can turn       You value the products you manage, and nurture
difficult situations to your advantage                 your team who promote them
You are a highly skilled negotiator and have refined   You have the capacity to continue to develop in the
presentation and oral skills                           role and for self learning
You produce detailed reports and documents to          You process information in various forms and
contribute to overall business strategy                formulate calculated responses
You employ the range of people management skills       You make informed decisions on product and
in ensuring you maximize output from the team and      concept development and then build an effective
in developing them personally                          strategy for your working unit
                         Core Competencies – these are applicable to all roles within Informa

Communication (Level 3)
    Confidently communicate on all levels internally and externally
    Utilise and exploit contacts and relationships across the whole group
    Translate and interpret information and reports, producing detailed documents for senior
    Facilitate an atmosphere of openness and honesty in all communication
    Justify and explain why decisions are made stating the business case where necessary
    Implement and oversee effective communication between your own and other units
    Read, interpret and produce financial data
    Deliver presentations internally and externally as the 'face' of the business
Creativity (Level 3)
    Build an environment where change is welcomed and rewarded
    Ensure that people are able to experiment with new and better ways of doing things in the group
    Maximise effective use of resources by being creative with how budgets are set and implemented
    Set up formal channels for feedback when change or innovation is undertaken
Customer Focus (Level 3)
    Lead by example and ensure team know what is expected of them in terms of customer focus
    Reward and praise examples of outstanding customer focus for group
    Facilitate formal and informal training to help team members improve customer focus
    Set up formal channels to communicate best practice
    Communicate team successes to the wider company
    Weigh up requests from customers and take responsibility for making difficult decisions and
       managing communication where necessary
    Ensure input and feedback from customers is directly translated in to visible changes and new ways
       of working
    Interact personally with customers to ensure the business is meeting demands and is market driven
Team Working (Level 3)
    Set the tone for the environment in which the team work
    Praise and recognise outstanding examples of teamwork and ensure it is rewarded formally or
       informally as appropriate
    Review workload of team and work to relieve pressures through exploring a range of solutions
    Raise the profile of your own team throughout the wider business
Drive for Results (Level 3)
    Build a culture where people feel valued, respected and supported and are working to their
       maximum potential
    Build good morale within the office, identifying issues of dissatisfaction and supporting people as
    Lead by example by constantly questioning processes and searching for better ways of operating to
       produce better results
    Make targets and objectives aspirational, while achievable so that performance is raised and the
       business benefits

Knowledge and Experience required for the role:
(Education and Qualifications)
             Relevant sales training and experience
             Proven experience in a similar role with management and strategic responsibility
Management Competencies – these mean that you…

Managing and Developing People (Level 1)
   Recognise and value the importance of people development
   Act as a coach and mentor and support any ‘on the job’ training initiatives
   Assist your direct reports in identifying their preferred learning style/s and ensure that they are
     taken into consideration when undertaking learning activities but also assist them in strengthening
     their underdeveloped learning styles
   Create and agree development plans with staff members which include learning activities to be
     undertaken and the learning objectives to be achieved based on gap analysis
   Evaluate, with learners, whether the learning activities they have undertaken have achieved the
     desired outcomes (such as a change in behaviour, increased competency level) over a period of time
     and provide feedback
   Encourage and support others to make best use of their abilities
   Seek to understand individuals’ needs and motivations and take an active interest in their concerns
   Involve others in the decision-making process as warranted to obtain good information, make the
     most appropriate decisions, and ensure buy-in and understanding of the resulting decisions
   Adapt your leadership style, your communication and the solutions you find to suit different people
     and situations
   Give regular and effective feedback to all your staff and tackle issues as they arise honestly and
   Operate with integrity by demonstrating honesty, keeping commitments and behaving in a
     consistent manner.
   Remain open to ideas by listening to others and objectively consider others' ideas and opinions, even
     when they conflict with one's own
   Absorb pressure for your team where necessary
   Manage difficult situations sensitively but firmly
   Make time available to support others
   Monitor the progress of individuals and provide prompt and constructive feedback
    Identify poor performance, discuss the cause and agree ways of improving performance with
Managing Resources (Level 1)
   Identify and support the various resource requirements in your team. You are also aware of staff
     strengths and weaknesses
   Assist with resourcing and managing the people requirements for your team/group/company in line
     with business objectives
   Comply with legal requirements and organisational policies when recruiting staff, making use of
     specialist expertise as appropriate
   Establish courses of action for self and others to ensure that work is completed efficiently
   Monitor and organise workload for your area of responsibility
   Manage and monitor elements of budgets and understand how they fit in to the whole, managing
     contingency when appropriate
   Contribute information for timely assessment and collate suitable reports to contribute to business
     and function
   Manage information systems for collection, retrieval, and use of data for decision-making
   Generate innovative solutions in work situations; try different and novel ways to deal with work
     problems and opportunities
   Take advantage of available resources (individuals, processes, departments, and tools) to complete
     work efficiently.
   Use time effectively and prevent irrelevant issues or distractions from interfering with work
   Are available, answerable and transparent in your resource management, and always receptive to
   Can prioritise more critical activities and assignments and adjust priorities when appropriate
   Allocate appropriate amounts of time for completing own and others' work; avoiding planning
     conflicts, developing timelines and milestones
    Identify the skills and knowledge required to undertake current activities and review capacity and
     capability of team member/s to meet these requirements
Managing Strategy (Level 1)
   Support your team in contributing to department and company goals
   Compile data for reports and planning when required
   Notify managers when projects or tasks are not running to plan i.e. you plan contingencies and can
     manage failure
   Build an awareness of the industry and your contacts within it so you are able to monitor your
     position as a business
   Network with similar roles across the group to understand how others work, benchmark your role
     and the strategies you use
   Identify and understand issues, problems, and opportunities by comparing data from different
     sources to draw conclusions
   Integrate information from a variety of sources; detect trends, associations, and cause-effect
   Use effective approaches for choosing a course of action or developing appropriate solutions - taking
     action that is consistent with available facts, constraints, and probable consequences
   Recognise issues, problems, or opportunities and determine whether action is needed
   Commit to action and make decisions within a reasonable time
   Develop a plan to implement policy, including goals, outcome and process objectives, and
     implementation steps
   Monitor results and make adjustments as needed

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