The Perfect Fit

STL Digital Agency, 3 Project Manager Searches

Location: Downtown St. Louis

Director or Associate Director of Project Management, Digital Marketing  #15104
Senior Project Manager, Digital Marketing #15103
Project Manager, Digital Marketing #15102

General Description:
You have experience managing critical, complex digital projects from beginning to end, in a consulting or agency environment.  You’re compulsively organized. Your friends know you as a superior multitasker. You’re probably reading this while eating a cookie, riding a bike, and practicing Frisbee, all at the same time. You are calm in the midst of chaos, have a analytic mind, and routinely solve problems on a daily basis. At our Client, Project Managers are the heart of every client team, can/will rally the troops, and consistently deliver an amazing work product.  They’re the glue that makes the magic happen.

You’ll develop the scope of project plan, while collaborating with the UX, Creative and Content Strategy teams, creating our client’s superior product.  Manage projects, timelines and budgets while generating status reports and organizing team meetings.  Consult with and update the client on daily project details.  Make sure your team is up to date logging hours and reporting progress.  Review and test deliverables, prior to client delivery.  Manage the occasional chaos calmly while resolving issues as they’re identified.  Support your colleagues and help them learn and grow.  Contribute to our client’s engaging culture.

Qualities and Characteristics:
We start with the PM at least 3 years’ experience, the Sr. PM with at least 5 and the Assoc or Director with at least 8 years’ experience in an agency and PMP certification.

A Talent Acquisition and Retention Strategy is Critical

When writing a story about the values that Curt Hecht inspired in a recent issues of Advertising Age, Allison Arden wrote “With so much pressure on quarterly earnings and the ever-increasing pace of our always-on, tech-fueled, data-focused world, we are in danger of losing perspective on what matters most: taking care of our people”.  Have truer words ever been spoken?

There’s a practice out there (maybe it’s a discipline) called “Talent Acquisition”.     Here’s my definition of it.  “Talent acquisition is the process of identifying, attracting and acquiring skilled human talent for organizational stability and growth.”    When used in the context of the recruiting and HR profession, talent acquisition usually refers to the talent acquisition department or team within the Human Resources department.  Why is it limited to HR and Recruiting why only one department or team?  Why is the whole notion of having a work culture that attracts premier talent not more recognized, let alone utilized?

In my opinion, true Talent Acquisition is a foundation for company culture and employee engagement. It should really be called “Talent Acquisition and Retention”, or TAR.  It should be practiced by everyone in the organization, from the most senior leaders to the youngest and newest employee.  Everyone can and should contribute to the effort.  The well worn phrase is “our people are our most important asset”.  Then why aren’t they being treated as such?  That’s a whole other thought process and will be addressed another time.

The goal should be to create a environment and culture that supports and nurtures it’s participants.  I’m sure you agree with me that it’s obvious that happy employees mean productive employees.  Productive employees mean giddy employers!