Job Description Data Analyst

Job Description ? Data Analyst

About the role

The Data and Student Analytics team within the CIO Portfolio is a relatively new team, which has been formed from the Information Office (SIO), Quality Enhancement and Learning Analytics (LTI), the Digital Data team in IT and the CRM and Data Analytics (Marketing) teams.

Our vision is to support, align to, and proactively drive the recruitment and student success strategy through continuous innovation. As a team we aim to support our key stakeholders in the University by enabling evidence driven decision making through data and analytics.

We are currently supporting the whole University by offering data provision at every level and across every point in the University journey. Including:

? working on the deployment of Titan, the new cloud OU data platform with MS Azure which, thanks to its flexibility, will allow us to continuously innovate.

? working closely with PVC Students to deliver a Business Intelligence capability that supports the student success pillars such as satisfaction, Widening Access and Success (WAS), Teaching Excellence and Student Outcomes Framework (TEF) and employability through processes like Quality Monitoring and Enhancement (QME) and surveys such as National Student Survey (NSS).

? working on delivering value to Marketing and the OU by working on Customer Relationship Management (CRM) activities to improve conversion rates and achieve our recruitment targets.

? working within the Data Futures pilot by influencing HESA on the data models that we will need to follow for statutory reporting.

? working on providing tutors and the Student Recruitment and Support Centres with predictions to improve student engagement and success through Early Alert Indicators.

This role sits within the Data Analytics (Marketing) team, who primarily work with Open University Marketing Unit.

Key responsibilities

Data Environments ? Understand makeup of the data environment including key indicators of enquiry, application,

reservation, registration, retention and other key metrics ? Develop and maintain marketing data environments to enable analysis and campaign execution ? Input into model development and validation and quality control where appropriate ? Maintain the relationship with OU data providers ensuring relevant data processing,

development, quality and SLAs are controlled ? Support development and maintenance of campaign performance measures ? Manage data procurement and 3rd party relationships where required

? Ensure compliance with all relevant data governance and security regulations, policies and codes of practice

Development & Analysis ? Lead data development projects such as the creation of new data marts or ETL processes as

required ? Lead projects that create new analysis and visualisation tools as required ? Ensure all development activities are delivered to required time, cost and quality parameters

and meet stakeholder requirements ? Co-ordinate activity to ensure development plans are fit for purpose, within agreed timescales,

targets and objectives ? Work proactively and collaboratively with other individuals and teams to develop and

implement new tools and functionality ? Build relationships to ensure implementation is co-ordinated in order to ensure accuracy and

excellent implementation ? Provide data modelling and analysis services

Communication & Relationship Management ? Work collaboratively with Marketing and other colleagues to ensure alignment and effective

implementation of data developments ? Work proactively to overcome barriers and provide solutions ? Build and develop positive relationships with key stakeholders eg Campaign Managers, IT,

media/data agencies etc ? Promote data use within marketing and other OU areas, maximising the use of data and

providing a hub for data developments to be controlled

Leadership ? Lead by example and create a clear and positive internal profile for the team ? Ensure performance issues are identified and proactively managed to resolution ? Champion and lead the drive for excellence in performance marketing within the team ? Input into development of key performance measures to be used across The Open University

Skills and experience

Criteria

Education, qualifications and training

Essential

? A relevant degree or equivalent higher education qualification (ideally maths/statistics/economics),

? Relevant SAS certifications (eg Base Programmer, Predictive Modeller, Statistical Business Analyst, Integration Developer etc)

Knowledge, work and other relevant experience

? Experience in a data analyst role working in marketing function in a large and complex organisation with multi-million volume of segmented, multi-channel contacts per year.

Criteria

Personal capabilities and qualities

Leadership competencies

Essential

? Demonstrable evidence of actively developing and generating performance metrics and reporting to support the achievement of marketing campaign objectives.

? Experienced in using SAS, SQL, VB and Microsoft Excel. Substantial experience of querying and selecting data using multiple applications.

? Applied experience of Data Protection and marketing data management best practice

? Highly numerate, data literate and analytical ? `Can do' approach, with a proactive, inquisitive mind-set; energetic

and committed ? Ability to develop relationships with key decision makers and

stakeholders ? seeing the big picture and their role in it ? Self-reliant and dedicated approach to duties and an ability to work

well under pressure ? Ability to set objectives and deliver `beyond the brief' ? Ability to see trends in data and drill down to issues or key data. ? Excellent attention to detail. ? Able to demonstrate excellent, written and oral presentation skills

? Inclusive ? Team player ? Fair and consistent in approach ? Well-developed influencing skills

Style and motivations

? Highly collaborative ? An evangelist and ambassador for marketing around the University ? Resilient and entrepreneurial ? Dynamic and fast paced ? Innovative, creative and disruptive ? Persuasive and highly credible and able to package and present

ideas in a compelling way appropriate to the audience ? internal, external and partners

Criteria Special working conditions

Additional requirements

Essential

? UK and some travel

? All staff are expected to o Undertake any other duties which may be reasonably required o Demonstrate a strong commitment to the principles and practice of equality and diversity

FURTHER GUIDANCE

The job description along with the advert should help applicants to determine whether the role is in line with their skill set and whether it is a job they actually want to do.

A job description gives details of the key responsibilities expected of the jobholder and the skills and experience required. It is not meant to be an exhaustive list of job duties, rather an outline of what the job entails and what skills and experience is required to enable the candidate to do the role. It is the responsibility of the line manager to ensure the Job Description is correct.

The following guidelines will help you to prepare a Job Description Skills and Experience section that is discrimination-free and will give you the best chance of selecting someone who will succeed in the job.

About the role One or two sentences to describe the purpose of the role. Use this section to briefly summarise the role so candidates can understand what the role is and how it fits with the department/unit.

Key responsibilities This is a list of key responsibilities and is not meant to be exhaustive. Ideally between five and seven points should be listed. Use terms such as "responsible for", "leading", "managing" to give the applicant information on what the role holder would actually do.

Building on the purpose of the role this should list the main areas of responsibility and key deliverables. This will give the candidate a clear idea of what the role is about and will help them visualize what a day in the role would look like.

Avoid a long list of responsibilities which can look like an operational manual and be off-putting for candidates.

Skills and experience

Consider what skills and experience the applicant has to have to enable them to do the role. This should ideally be a list of between five and seven criteria.

This is how the interview will differentiate between candidates so should be measurable.

You should consider each of the Key Responsibilities and translate these into capabilities needed to do the job. Consider what previous experience or particular skills are required to enable an individual to carry out the duties. Do not over emphasise the experience required for the role unless it can be justified and ensure you take into account the possible transferability of experience and skills gained outside work as well as in previous jobs.

Where relevant, specify the qualifications and other exam-based knowledge and skills required. You should be clear in your own mind about what ability or range of abilities is tested in each qualification and how this relates to the job. Do not make a particular qualification a requirement unless these abilities are absolutely essential and can be justified.

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