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11-001 - Digital & Data Strategist- SC/ Divisional Headquarters
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![]() United States, California, Carson | |
![]() 16941 Keegan Avenue (Show on map) | |
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Description
Mission Statement The Salvation Army, an international movement, is an evangelical part of the universal Christian church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the gospel of Jesus Christ and to meet human needs in His name without discrimination. Position Summary Reporting directly to the Marketing & Communications Director, the Digital & Data Strategist will be a key member of the communications team working in close partnership with Salvation Army officers, development team members and digital peers. He/she will maintain and grow revenue through an aggressive strategy for multi-channel direct marketing disciplines that include email, telemarketing, mobile, digital, and other media channels. Oversee the performance of all digital fundraising campaigns and analysis for the purpose of retention and upgrade of donor giving. As well as the analysis of performance of websites, social media, digital assets and marketing collateral for The Salvation Army Southern California Division. Essential Functions
PAY RATE: $110K-$120K/YR Working Conditions Ability to walk, stand, bend squat climb, kneel and twist on an intermittent or sometimes continuous basis. Ability to be able to lift up to 50lbs. Ability to grasp, push, pull objects such as file cabinet drawers and reach overhead. Ability to operate computer, fax and telephone. Minimum Qualifications
Skills, Knowledge & Abilities
Education
Bachelors (preferred)
Experience
*Proficient in Google analytics and Google Suite, as well as Microsoft Office Suite - Word, Outlook, Excel & PowerPoint. (required)
4 years: *4+ years in similar marketing roles with experience in website and social media content creation and posting. (required) 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)
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