Baylor University

Job Description For ()


Positions within Baylor University exist to support the mission, which is to educate men and women for worldwide leadership and service by integrating academic excellence and Christian commitment within a caring community.
Position Class
Job Family
Sub-Family
Department
()
FLSA Status

Director of Digital Marketing Operations
This position specifically supports the mission by managing and implementing digital marketing and communication tools in support of University marketing campaigns.  
Description Pct. of Time
Constructs web pages and emails, using appropriate technologies, in an advisory/partnership role with assigned departments. Includes coordinating correct email list pulls, the functionality of the unsubscribe system, and the prevention of unnecessary overlap. 30%
Manages daily flow of externally focused, digital communications schedules. Provides quality control of communications, including policy and brand compliance. Appropriately escalates quality concerns. 25%
In coordination with campus partners, identifies and develops strategic content goals and objectives to facilitate departmental and University objectives and reinforce the Baylor brand. 20%
Provides leadership and support in implementation of data-driven, content-optimized (SEO) strategies using web and other analytic tools – CMS, email systems, blog tools, WYSIWYG editors., etc. 15%
Train campus partners in use of the digital marketing tools. Participate in selection of key content tools. 10%
Total 100%
Functional Skills
Constituent Management
Manages accounts in a manner that ensures that constituent needs are understood and met. Builds relationships with key decision makers while showing respect for each and every person inside and outside the University. Expands reach within existing accounts and keeps track of account activities in order to respond to new developments and changes. This is in contrast to those who are unaware of constituent needs; are unsuccessful at building relationships with key decision-makers; treat some individuals in a discourteous or disrespectful manner; are unsuccessful at expanding reach within existing accounts; and/or are frequently unaware of account activity that could trigger contact and, consequently, miss opportunities.
Planning
Develops the steps necessary to accomplish long-term goals. Identifies long and short-term goals and establishes realistic plans to reach them. Allocates required resources, allows for contingencies and ensures that plans fit with the larger needs of the organization. Sets milestones to measure progress along the way. This is distinctly different from individuals who ignore long-term or short-term goals, fail to link their goals to broader initiatives, have not set realistic plans that allow for contingencies, and/or ignore the importance of milestones that could enhance motivation in the pursuit of long-term plans.
Operating Skills
Priority and Time management
Prioritizes tasks and manages time to ensure that deadlines are met. Plans his or her time and sticks to those plans. Prevents or manages interruptions until the highest priority tasks are accomplished. This is in contrast to those individuals who fail to prioritize tasks or are not tenacious or disciplined enough to stay focused on the highest priority aspects of the job. This tendency to lack focus or discipline results in unmet deadlines and frustrated stakeholders.
People Management
Managing and Evaluating Performance
Ensures that performance appraisals are fair, objective and timely. When rating performance, considers each employee's role and experience along with any circumstances that affected performance. Rates on the basis of fair and realistic expectations regarding both results expected and competencies demonstrated. Understands the competencies required by those being assessed and can describe gaps in a clear and effective manner. Ensures that feedback is ongoing and that appraisal documentation is submitted for review on time. This compares favorably to being unclear or unrealistic, failing to provide ongoing feedback, being unable to explain the connection between competencies and results, demonstrating bias in ratings or written documentation, or failing to complete documentation or meetings in a timely manner.
Personal Attribute
Results Oriented
Achieves results within established timelines. Understands and demonstrates that intentions, activities and results are not the same. Expects that obstacles will occur and refuses to use them as an excuse for not achieving results. This compares favorably to those who seek to justify poor results by describing intentions or activities, who get derailed by obstacles and fail to take effective steps to avoid or overcome them, and/or who frequently miss deadlines without giving a prior warning.
Relationship Skills
Sharing Knowledge
Makes it a practice to share new skills or knowledge with others in the organization. Keeps his/her manager informed of newly- acquired skills and knowledge and offers to share information, demonstrate skills or summarize learning for others on the team. This clearly differs from those who tend to hoard knowledge or skills and fail to see to it that new capabilities are shared with others to expand the benefits for the organization.
Relationship Building and Networking
Builds rapport and develops alliances with a broad range of people. Adjusts communication style to meet the needs of individuals at various organizational levels and to meet the needs of clients. Forms alliances by demonstrating concern and respect for others, as well as by highlighting common interests and aspirations. Leave others feeling that he/she will be a trusted ally and is careful to act in ways that reinforce that trust over time. This is in contrast with the behavior of individuals who tend to interact with a relatively narrow range of people or who fail to adjust their communication styles to accommodate others. It is also quite different than behavior that leaves the impression that the person is seeking to advance his/her own narrow agendas and interests.
Strategic Skills
External Awareness
Keeps informed about market conditions, competitive information and political factors that may impact the goals and interests of the organization. Uses good judgment about when to share external information as well as who should be informed. Stays up-to-date on trends and projections and sees what is on the horizon. Is seldom surprised by political or market factors that affect the organization. This is in contrast to those who stay focused on internal matters alone and get surprised when external factors change the landscape for the organization.
Instructions and guidelines define overall goals and priorities under limited supervision. This position may have the authority to commit the employer in matters that have financial impact. Advanced knowledge is required in planning and completing assignments, resolving conflicts and coordinating work with others. This position has the authority to make decisions without direction from supervisor

Bachelor's Degree
Master's Degree
Communications, Journalism, Visual Comm., PR, Graphic Design, IT

3 years
5 years


Must be able to use a wide variety of graphic design software, including Web related. *Thorough working knowledge of multiple software packages and hardware units, to include the ability to solve technological problems as they arise. * Extensive knowledge of scanning and color correction techniques. * Ability to problem solve and work with many projects concurrently. * Ability to set and meet deadlines.
Use of a wide variety of graphic design software, with the ability to learn the basics of new programs for special projects. Ability to think creatively and analytically for a variety of projects. * Works well autonomously, but functions successfully in a team. *Collaborative nature with ability to lead a group to consensus. * Can be trusted to handle sensitive / confidential information with sound judgment. * Professional appearance and positive attitude. * Works well under pressure.

Student Intern 0.50
Frequently supervises 10 or less staff members and / or student workers.
Orients and trains others; assigns and reviews work. May perform work similar to that of subordinates. Communicates priorities and schedules.
Requirement/Condition Frequency
Work performed in a normal office environment. Constant
Work performed in an environment requiring exposure to weather extremes. Never
Work performed in an environment requiring exposure to fumes, odors and noise. Never
Requirement/Condition Frequency
Physical effort with some handling of light weight such as supplies or materials (0 to 15 lbs). Constant
Physical efforts including standing, lifting and carrying light to moderately heavy materials or equipment. (15 to 50 lbs). Occasional
Physical effort such as pushing, pulling, bending, lifting, and carrying heavy objects (50 + lbs). Never
Requirement/Condition Frequency
Demands require close visual attention. Constant
Demands require prolonged mental concentration. Constant
Requirement/Condition Frequency
Exposure to hazards that may result in some injury, lost time, or threat to one's personal health. Never
Exposure to job hazards that may result in injury, lost time, total disability or death. Never
Last Modified:
12/2/2019 9:17:49 AM