Marketing Specialist Job Description

Employer name: ____________________

APPROVED
Manager’s position ____________________
Signature ____________ Given name and surname ____________________
Date ____________________

JOB DESCRIPTION No. ____________
Place of preparation ____________________

1. General provisions

1.1. This instruction defines the tasks, duties, rights, responsibilities, and working relationships of the employee in the occupation “Фахівець з методів розширення ринку збуту (маркетолог)” (specialist in sales market expansion methods, or marketing specialist), code ДК 003:2010 — 2419.2. Area of work: marketing for a trading enterprise. Structural unit: ____________________.

1.2. The employee belongs to the “professionals” category and reports directly to the commercial director or head of marketing. The workplace and working schedule are determined by the employment contract and internal work rules.

1.3. The employee is hired and dismissed by the employer’s order on the grounds and in accordance with the procedure provided by labor legislation. Before starting work, the employee is informed of the job function, working conditions, and this instruction.

1.4. Qualification requirements: complete higher education in a relevant field of economics, entrepreneurship, trade, or management; no work experience required for a specialist without a category. The employee must have skills in market research, analysis of indicators, and preparation of accurate marketing materials.

1.5. In their work, the employee is guided by the legislation of Ukraine, applicable trade and occupational safety rules, the employment contract, internal work rules, lawful employer orders, this instruction, and approved documents of their unit.

1.6. The employee must know: methods for studying demand and evaluating marketing results; product range and pricing policy; requirements of legislation on advertising, consumer rights, and personal data; procedures for approving materials and using Torgsoft accounting indicators for analysis.

1.7. During the employee’s absence, their duties are performed by a person designated by the employer’s order, subject to qualification and work authorization requirements, the employee’s consent, and substitute pay where required by law. The transfer of duties does not automatically grant access to the accounting system.

1.8. The employee works in the Torgsoft accounting program under their own account and within the permissions granted. They must not share their password with others or change data beyond their authority, and must report errors to the responsible employee. Access to personal data is limited to the performance of job duties.

2. Tasks and duties

2.1. Researches demand, competitors’ offers, and buyer behavior using lawfully obtained data; distinguishes facts from hypotheses and states the limitations of internal analysis.

2.2. Analyzes sales, returns, and product groups using available Torgsoft reports and other verified data; does not use unnecessary personal data for aggregated analysis.

2.3. Prepares a marketing plan stating its objective, audience, activities, budget, and performance criteria, and submits it to the manager for approval.

2.4. Develops proposals for promotions and communications, and coordinates prices, dates, product availability, and complete participation terms with the responsible employees.

2.5. Checks the accuracy of advertising claims, product characteristics, mandatory information, and the clarity of restrictions; submits legally disputed wording for review before publication.

2.6. Organizes the preparation of approved materials, ensuring the lawful use of texts, images, and other intellectual property.

2.7. Assigns approved tasks to contractors and monitors deadlines and conformity of materials with the agreed terms; does not assume financial obligations beyond the budget and their authority.

2.8. Before an activity begins, verifies its terms with sales, catalog, and warehouse employees; arranges corrections to conflicting messages.

2.9. Uses customer contact details for communications only when there is an appropriate legal basis and an approved procedure; ensures that opt-outs from messages are honored and does not transfer the database to third-party services without authorization and lawful grounds.

2.10. Monitors the costs and results of approved activities, comparing them with the selected period and comparison baseline; does not attribute results to marketing unless supported by the data.

2.11. Prepares a report with indicators, costs, and proposals, and informs the manager of identified risks of misleading advertising or breaches of terms for buyers.

2.12. Completes training and briefings on occupational safety required for the work, as well as mandatory medical examinations where required by law. Uses serviceable equipment and issued protective equipment for their intended purposes.

2.13. Immediately informs the direct manager of a threat to life or health, an accident, fire, injury, or malfunction. In a hazardous situation, stops the dangerous work, follows the response and evacuation plan, and does not put themselves or others at risk.

3. Rights

3.1. Receive from the manager and responsible employees the documents, accurate information, and explanations necessary to perform the job function, within the established access limits.

3.2. Require the provision of serviceable equipment, proper working conditions, necessary materials, and personal protective equipment where required for the work.

3.3. Report violations and submit proposals concerning work organization, protection of property, safety, and improvement of service; have such proposals considered by the manager.

3.4. Refuse assigned work if a work situation arises that is dangerous to the life or health of the employee, people around them, the working environment, or the natural environment, while immediately informing the direct manager or employer.

3.5. Exercise the right to remuneration, rest, professional training, and protection of labor rights in accordance with the law. Provide explanations regarding the circumstances of violations before a decision on disciplinary action is made.

4. Responsibility

4.1. For culpable failure to perform or improper performance of job duties, breaches of labor discipline, and violations of occupational safety requirements, the employee is liable in the manner and within the limits established by law. Disciplinary sanctions are applied in accordance with the prescribed procedure.

4.2. Material liability arises only when the grounds and conditions provided by law exist, for direct actual damage caused by culpable unlawful acts or omissions. Its type and limits are determined by law; a shortage alone is not grounds for automatically imposing full material liability.

4.3. This instruction does not establish monetary fines, additional disciplinary sanctions, unconditional reimbursement of shortages, or the employer’s right to deduct funds from wages outside the lawful grounds and procedure.

4.4. For breaches of the rules for safeguarding documents, accounting data, property, and confidential information, the employee is liable where at fault and within the limits established by law.

5. Job relationships

5.1. Coordinates plans, budget, and results with the manager; obtains confirmed terms and product characteristics from the sales manager and goods specialist.

5.2. Coordinates materials with the catalog manager and contractors, confirmed costs with the accounting department, and the lawfulness of advertising and use of contact details with the lawyer and the person responsible for data.

5.3. Hands over unfinished matters and work results to the employee designated by the manager. Records the transfer of documents, goods, funds, or other valuables in accordance with the established procedure; reports unresolved discrepancies.

6. Final provisions

6.1. This instruction takes effect after approval by the employer. Before beginning the relevant work, the employee acknowledges it by signing or by another method permitted by law and agreed upon that makes it possible to confirm acknowledgment.

6.2. Amendments to this instruction are approved by the employer’s order in compliance with labor legislation and applicable provisions of martial law. Amending the instruction does not replace the proper formalization of a change to the job function, transfer, or change to essential working conditions.

6.3. A copy of the instruction is kept by the person responsible for personnel documents. The employee is given the opportunity to consult the current instruction and obtain a copy.

Prepared by: position ____________ signature ____________ given name and surname ____________________ date ____________

Agreed by: position ____________ signature ____________ given name and surname ____________________ date ____________

Acknowledged by: given name and surname ____________________ signature ____________ date ____________

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