Product Manager, Education

The product manager manages the product life-cycle of products and services developed by the Product Management department. This position will be responsible for market research, interpreting market research, developing new product concepts/existing product features, writing business requirements, working with IT and Learning Design to build products and product features, working with sales/marketing to position the product/service in the market, and communicating regularly with business stakeholders.

Education and Experience Required:

• Bachelor's Degree required, with a degree in psychology or social science preferred; masters level highly desirable.
• Minimum of three years' experience required in the information, education, or publishing industry, in either a marketing or product-oriented role. Must be able to demonstrate knowledge of how users seek, use, and learn from online information, applications, and services.
• Experience in leading product development projects with cross-functional teams in an agile environment required.
• Experience with successfully launching new products to market preferred.
• Knowledge of Pragmatic Marketing processes desired.

Note: APA sets salaries based on several considerations, including years of relevant experience, level of education, and previous staff and/or governance experience at APA.

Computer Skills Required :

• Document creation and management software (eg., Word, Open Office, Google Docs) - Advanced User
• Financial and spreadsheet software - User
• Presentation software (eg., Powerpoint, Keynote, Google Slides) - Advanced User
• Communication and collaboration programs - User
• Survey/market research tools - User
• Learning management systems - User
• Analytics tools (e.g., Google Analytics, Tableau, PowerBI) - User
• Roadmapping and planning tools - User
• Adaptive learning and learner-designed authoring and delivery systems/tools - User
• Agile development and management methodologies and tools (eg., Lean Kit, JIRA) - User

Responsibilities:

• Develops a product feature road map for the development of products/services within their areas of product responsibility.
• Develops systems for review and prioritization of all new product features including the strategic importance to the APA as well as viable P&L.
• Interprets results of market research and delivers a clear product strategy to drive growth.
• Prioritizes/re-prioritizes the items within the product roadmap as external/internal conditions change.
• Reviews the financial profitability of products and services and makes recommendations to enhance, build, and/or sunset products based upon net revenue projections.
• Monitors competitors and market conditions and utilizes this information to inform product strategy.
• Evaluates the key persona and develops specific criteria for monitoring their needs.
• Determines when and what solution needs to be developed to solve specific needs.
• Determines the best methodology for capturing market information for a given problem.
• Conducts cost-benefit analyses of adding product features to determine their impact on the financial feasibility of a product solution.
• Prioritizes product features for development staff.
• Writes business requirements for product capabilities.
• Provides distinct positioning points for each persona to sales and marketing staff to ensure maximum sales for a product/service.
• Monitors the competition and makes product enhancements upon changes in the market.
• Monitors product usage and develops plans to drive usage and retention.
• Develops and manages product advisory and contributor boards.
• Represents the APA for education products and services in the market.

About APA:

The American Psychological Association (APA) represents 122,000 psychologists, students, and affiliates, primarily in the U.S. and Canada but also in other countries around the world. APA is a scientific and professional organization with about 500 employees and is categorized as a 501(c)(3) along with its 501(c)(6) companion organization, APA Services, Inc.

Job Location: Remote: APA jobs may be considered for remote work eligibility as defined in APA's Flexible Work Policy and are subject to approval. Remote work employees may not work from the following states or U.S. territories: Alaska, California, Colorado, Guam, Hawaii, Iowa, Louisiana, Montana, Nebraska, New York, North Dakota, Ohio, Puerto Rico, Rhode Island, U.S. Virgin Islands, Washington, Wyoming.

Application Instructions:

Qualified candidates must apply online through APA's applicant system and attach a resume and cover letter specifying your salary expectations. Applications that are submitted without both documents are considered incomplete and will not be reviewed for consideration. Once your application is submitted, you will receive a confirmation email. Please make sure to check your Spam folder if you do not receive an email from us.

The American Psychological Association is an Equal Employment Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, age, religion, sex, national origin, disability, protected Veteran status, sexual orientation, gender identity, or any other protected categories covered under local law.

APA has a mandatory vaccination policy. All employees must be either fully vaccinated or receive approval from APA for an exemption (disability/medical or sincerely held religious belief) before beginning work at APA. By submitting your application, you agree that as a condition of employment, you must comply with APA's mandatory vaccination policy and other health and safety requirements.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)