Marketing Project manager

POSITION OVERVIEW
The Project Manager (Temporary) takes over the project management seat on Earth Rated's company-wide Brand Refresh (our packaging refresh across every product) and carries its largest remaining phase to the finish line: roughly 8,000 marketing assets updated, approved, and live across baseline creative, eCommerce and retailer listings, DTC storefronts, sales and launch materials, and supporting documentation by around April 2027. The plan and processes already exist. What the role adds is a steady hand at the centre of the traffic: chasing dependencies across Marketing, Creative, Legal, eCommerce, Sales, CX, and external partners, and getting every trade-off in front of the right decision-maker, whether that is the VP Marketing or a partner in eCommerce, Retail, or Creative, then logging what was decided so the whole team can see it.
The Brand Refresh is not the whole job. The other half belongs to a newly rebuilt Marketing team that inherited a lot of new ways of working at once. This role walks alongside them as those processes settle, fixes what is not working while it is running, and brings the right people together when something needs to change. The balance shifts over the contract: months one to six are weighted to delivery, and from around month seven the Marketing process mandate becomes primary with a Brand Refresh tail.
This role exists today because the outgoing Project Manager leaves in early November, the asset overhaul cannot pause, and the Marketing team cannot absorb the coordination without giving up its own work.

Advantages
three weeks of vacation,
five sick days, and holiday closure from December 24th to January 2nd.
Additional perks mentioned include free daily lunch, Wednesday office massages, office gym access in the state-of-the-art facility next to Royal Mount, a laptop,

Responsibilities
RESPONSIBILITIES (What you own)
Brand Refresh Delivery
● Own end-to-end execution of the Marketing Asset Overhaul, from asset planning through review, sign-off, hand-off, and go-live, against fixed need-by dates.
● Keep the implementation plan current as the critical path, costs, and resource constraints move, and use AI-assisted tracking and summarization so status is always visible without anyone building a deck by hand.
● Run the dependency chase across Marketing, Creative, Legal, eCommerce, Sales, CX, freelancers, and external creative partners, and be the single point everyone routes through.
● Surface scope, quality, and timing trade-offs early, route each one to the stakeholder who owns the call (VP Marketing, eCommerce, Retail, Creative), and keep a single decision log so every choice is visible to the team.
● Own risk assessment and mitigation, closing risks before they become misses rather than logging them.
● Report project health to leadership in the format each stakeholder needs, from a one-liner to the full dependency view.

Marketing Process Adoption
● Support the Marketing team as they adopt the workflows the Brand Refresh introduced, meeting people in how they already work rather than reaching for a new tool.
● Spot where a process is not holding, gather the people it affects, and change it in flight so the fix sticks.
● Document and formalize marketing workflows so execution is repeatable after the contract ends, including where AI already assists a step and where it should.
● Partner with Marketing leadership to shape asset execution systems that hold up as volume grows.
● Partner with the Project Manager – Innovation to balance internal capacity across the Brand Refresh, product commercialization, and core business work.

Qualifications
the role requires someone who is people-focused rather than tool-focused, capable of leading by influence without direct reports, acting as a middleman with an external packaging agency, and rolling up their sleeves to handle complex deliverables

Summary
WHAT SUCCESS LOOKS LIKE
● The ~8,000-asset overhaul lands by around April 2027, with retailer and eCommerce need-by dates met and no late-stage rework from missed approvals.
● Stakeholders across functions say they know exactly where their piece stands without asking twice, and the follow-up they receive closes the loop instead of restarting it.
● Trade-offs reach the right decision-maker before they become misses, and every decision is in the log with who made it and why. Nobody learns about a call after the fact.
● By month nine, the Marketing team runs the Brand Refresh processes without the PM in the room, and at least one process has been changed because the team flagged it and the PM fixed it. ● Handover documentation at contract end lets the next owner pick up the process mandate cold, with AI-assisted routines (status roll-ups, asset tracking, meeting summaries) documented as part of the workflow rather than personal habits.
● Tension in cross-functional rooms lowers when this person is present, and people say so.

HOW THIS ROLE CONTRIBUTES TO THE BUSINESS
The Brand Refresh is a company-wide packaging refresh, and the asset overhaul is what makes the new packaging show up correctly everywhere a dog owner and a retailer see it. This role is the difference between that work landing on time and a Marketing team spending its year on coordination instead of creative. Without this role functioning well, the asset overhaul slows or slips, retailer and eCommerce listings fall out of step with what is on shelf, and the new Marketing processes quietly revert to the old ones because nobody was there to steady them.

Randstad Canada is committed to fostering a workforce reflective of all peoples of Canada. As a result, we are committed to developing and implementing strategies to increase the equity, diversity and inclusion within the workplace by examining our internal policies, practices, and systems throughout the entire lifecycle of our workforce, including its recruitment, retention and advancement for all employees. In addition to our deep commitment to respecting human rights, we are dedicated to positive actions to affect change to ensure everyone has full participation in the workforce free from any barriers, systemic or otherwise, especially equity-seeking groups who are usually underrepresented in Canada's workforce, including those who identify as women or non-binary/gender non-conforming; Indigenous or Aboriginal Peoples; persons with disabilities (visible or invisible) and; members of visible minorities, racialized groups and the LGBTQ2+ community.

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