Vice President, Business Development - Marketing Monetization

Position Summary

The Vice President of Business Development - Marketing Monetization will lead the development, commercialization and growth of SVS's emerging marketing monetization business, transforming SVS's unique position across gift card processing, digital commerce, loyalty, rewards and brand partnerships into a scalable revenue platform.

This executive will have end-to-end ownership of the Marketing Monetization Framework, including commercial strategy, revenue generation, strategic partnerships, go-to-market development, advertiser engagement, product and technology requirements, operating processes, measurement, and organizational development.

The mandate is to build the business in stages: monetize existing SVS-controlled assets; expand marketing, merchandising and promotional opportunities across participating client ecosystems; and ultimately establish the SVS Marketing Monetization as a differentiated commerce activation platform.

Core Responsibilities

Commercial Strategy & Revenue Ownership

Own the P&L strategy and revenue performance of SVS's Marketing Monetization initiatives.

Develop annual and multi-year revenue plans, advertiser adoption targets, pricing architecture, packaging strategy, pipeline forecasts and commercialization roadmaps.

Build and manage the go-to-market strategy across enterprise, growth, emerging and seasonal brand opportunities, including sponsorships, merchandising, promotions, media placements and integrated partnership programs.

Establish a disciplined commercial model that progresses from direct-sold campaigns and existing inventory toward scalable recurring programs and broader network monetization.

Lead strategic commercial negotiations and executive-level relationships with SVS's highest-value brand, client and ecosystem partners.

Build & Scale the Marketing Monetization Framework

Lead the evolution from individual marketing placements into packaged, measurable commercial solutions.

Develop scalable offerings across:

• Sponsored merchandising and featured brand placements
• Portal and marketplace sponsorships
• Promotional campaigns and seasonal programs
• Dedicated and multi-brand communications
• Transactional and lifecycle marketing
• Loyalty and rewards engagement
• Brand-funded consumer acquisition and activation
• Strategic cross-brand partnerships
• Commerce activation and intelligent destination strategies

Move SVS from selling inventory toward selling business outcomes - consultative selling - visibility, engagement, redemption velocity, incremental sales and measurable consumer action.

Product, Technology & Platform Leadership

Serve as the commercial business owner for technology capabilities required to scale the monetization platform.

Partner with Product, Digital, Technology and Operations to prioritize capabilities including ad serving, merchant-specific targeting, campaign management, dynamic destination routing, reporting, attribution, API distribution and future programmatic capabilities.

Translate commercial requirements into product requirements and ensure technology investment is tied to measurable revenue opportunities.

The roadmap deliberately progresses from a relatively modest pilot/build into technology integrations, dynamic targeting and eventually API distribution and broader network scale.

Operating Model & Process Improvement

Build the operating infrastructure required to transform the initiative from entrepreneurial launch into a scalable business.

Establish processes for opportunity identification, campaign planning, inventory management, pricing, contracting, creative trafficking, launch, reporting, billing and renewal.

Define clear ownership and SLAs across Sales, Account Management, Brand Partnerships, Marketing, Product, Technology, Operations and Finance.

Identify manual processes that should be standardized, automated or eliminated as revenue scales.

Develop dashboards and executive reporting around pipeline, booked revenue, campaign performance, advertiser adoption, renewal, inventory utilization and profitability.

Measurement & Performance

Establish the measurement framework demonstrating value to both advertisers and SVS.

Key measures should include revenue, advertiser participation, renewal rate, campaign performance, consumer engagement, conversion, redemption velocity, incremental activation/sales where measurable, inventory utilization and return on advertiser investment.

Use performance data to continuously refine pricing, inventory, campaign strategy, audience targeting and product development.

Organizational Leadership & Team Building

Build the organization required to support the business as revenue and advertiser participation scale.

Initially operate as a senior hands-on commercial leader capable of personally developing strategy, selling major partnerships and creating operating processes.

As the business grows, recruit and lead a team that could ultimately include:

Strategic Partnerships / Brand Development → Media & Monetization Sales → Campaign Strategy & Operations → Account/Partner Success → Analytics & Measurement

Create role clarity, incentive structures, performance expectations and career paths as the organization matures.

Develop a high-accountability culture oriented around revenue growth, partner value, operational excellence and measurable results.

Executive Success Measures

Revenue: New Marketing Monetization revenue and year-over-year growth.

Pipeline : Qualified brand investment pipeline, close rate and average contract value.

Adoption: Number and percentage of eligible brands participating across Enterprise, Growth, Emerging and seasonal programs.

Recurring Revenue: Percentage of advertisers moving from campaigns or pilots into annual/multi-quarter commitments.

Expansion : Number of client ecosystems and addressable consumer touchpoints added to the network.

Performance: Engagement, conversion, redemption and merchant growth/sales increases. Other metrics could include lift, increased AOV where appropriate.

Operating Leverage : Revenue growth relative to incremental headcount and technology investment.

Platform Development : Successful progression through the Partner Media Network roadmap from direct-sold campaigns toward targeting, automation, attribution and distribution.

Organization : Successful recruitment and development of the team required to support scale.

Candidate Profile

• A builder/operator with commercial ownership, rather than someone whose career has primarily centered on corporate marketing.
• 12-15+ years across several of the following areas: strategic partnerships, retail media, commerce media, payments, loyalty, gift cards, ecommerce, promotions, B2B2C platforms or marketplace monetization.
• Demonstrate a history of building new revenue streams or commercial capabilities from concept through scale, owning revenue targets and executive-level negotiations.
• History of developing monetization, pricing and go-to-market models
• Experience with enterprise brands and complex client ecosystems
• Ability to translate commercial opportunities into product and technology roadmaps.
• 5+ years of management experience

About Corpay

Corpay is a global technology organization that is leading the future of commercial payments with a culture of innovation that drives us to constantly create new and better ways to pay. Our specialized payment solutions help businesses control, simplify, and secure payment for fuel, general payables, toll and lodging expenses. Millions of people in over 80 countries around the world use our solutions for their payments.

At Corpay, we are committed to fostering an inclusive and respectful workplace where employees are valued for their diverse perspectives, experiences, and contributions. We believe that diversity, equity, and inclusion strengthen our teams, drive innovation, and support our continued success globally.

As part of our hiring process, offers of employment may be subject to the successful completion of pre-employment screening conducted by an authorized third-party provider, in accordance with applicable laws and Corpay policies. Screening requirements may include employment references, identity verification, criminal record checks, financial or sanctions screening, and other background checks relevant to the role and permitted by local law.

Notice to Recruitment Agencies and Search Firms: Corpay does not accept unsolicited resumes from agencies or search firms without a valid written agreement in place. Any unsolicited candidate submissions will become the property of Corpay, and no fees will be paid related to such submissions.

Learn more about Corpay: https://www.corpay.com

Transparency & Compliance

Equal Opportunity Employer

Corpay is committed to providing equal employment opportunities to all applicants and employees. Employment decisions are made without regard to race, color, religion, sex (including pregnancy), gender, gender identity or expression, sexual orientation, national origin, ancestry, age, disability, marital status, genetic information, military or veteran status, or any other characteristic protected by applicable law. Corpay is committed to fostering an inclusive workplace where individuals are respected and valued for their diverse perspectives, experiences, and contributions. If you require reasonable accommodation during any part of the application or interview process, please notify a representative of the Human Resources Department.

Use of Artificial Intelligence in Hiring

Corpay may use artificial intelligence (AI) and other technology-enabled tools to support certain aspects of the recruitment process, such as application screening, candidate assessment, or interview scheduling. These tools are designed to enhance efficiency, consistency, and fairness throughout the hiring process. AI tools do not make final hiring decisions. All employment decisions involve human review. Corpay is committed to the responsible use of AI, including appropriate oversight and safeguards designed to support fair and unbiased outcomes.

Candidate Privacy Notice

For information about how Corpay processes personal information during the recruitment process, please review our Candidate Privacy Notice: https://www.corpay.com/privacy-policy.

Pay Philosophy

Corpay is committed to fair, equitable, and transparent compensation practices. Compensation decisions are based on objective, job-related factors including skills, experience, qualifications, and market benchmarks. Where required by applicable law, salary or compensation ranges will be included in the job posting or provided prior to the interview process, where required by applicable law. Additional compensation elements such as bonuses, incentives, benefits, or variable pay may apply where applicable.