Head of Marketing, Communications and PR (with direct reporting responsibility to the Director of Development).

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1 DATA AND INSIGHTS MANAGER Fixed Term Contract (to Nov 17) SALARY: Hours: LOCATION: LINE MANAGER: ANNUAL LEAVE: 40,000-42,000 dependant on experience 38 hours per week. Camden, London Head of Marketing, Communications and PR (with direct reporting responsibility to the Director of Development). 20 days per year pro rata with an additional allowance for public holidays and Jewish festivals (approximately 6-12 days per calendar year) This document contains the following information: 1. Mission and Vision 2. Background to the Post 3. Details of Post 4. Duties and responsibilities of the post 5. Person specification 6. Equal Opportunities Policy and Monitoring Form Our Mission Is to surprise, delight and engage all people, irrespective of background or faith, in the history, identity and culture of Jews in Britain by inspiring discovery, provoking questions and encouraging understanding. Our Vision Is of a world where cultural diversity and the contribution of minority communities are explored, valued and celebrated, for the enrichment of society as a whole. Background to the Post Central to the museum are its wide range of stimulating exhibitions, which, more recently, included hugely successful retrospectives on the artists Judith Kerr, Abram Games and R.B. Kitaj, and exhibitions about football and men s fashion. Our Amy Winehouse exhibition is currently breaking box office records on its international tour. The museum's award-winning education programme reaches nearly twenty thousand school children each year, helping to foster an understanding of Jewish culture they otherwise wouldn t have. In late 2016 the museum must replace its end of life CRM and EPOS systems and a new CRM supplier has been appointed. This crucial investment will support delivery of a step change for the museum in terms of increased income and visitor numbers as well as building our relationships with key stakeholders. It is therefore essential that we maximise the potential of this system to deliver against our key objectives. This post will be responsible for project managing the implementation of the new system, undertaking research amongst the staff team, training key members of staff, and establishing data-driven processes within the organisation. The post will also lead on the development of an

2 Audience Insights Strategy in collaboration with the Director of Development, Director of Finance and Head of Marketing, Communications and PR. Details of post We are seeking to appoint an experienced Data and Insights Manager for a period of 11 months to lead the implementation of Tribe (CRM system based on Microsoft Dynamics), skill staff with appropriate training and to establish data-driven processes across the organisation. This post will also develop a forward strategy to ensure continued development of data processes and the use of visitor insights to expand audiences, facilitate improved stakeholder engagement and increase revenue. Tribe will need to interface with Sage 200, Elite POS and with the museum s website. The successful candidate will be well versed in managing agencies and software providers, and in effectively promoting the benefits of CRM to deliver a change in the museum s approach to audience insights and stakeholder development. This project requires ongoing engagement with directors, department heads, and trustees, as well as managing relationships with external partners involved in delivering CRM and EPOS. This is a key role, which involves determining project needs and resources to deliver the technical and functional requirements for the plan, as well as ensuring budget and deadline expectations are met and resources managed efficiently. 1. Duties and Responsibilities Project Management Development and management of the project plan and objectives, ensuring successful delivery of a fully integrated CRM solution Effective management of project scope with an overarching focus on developing an audience insights strategy, and successful ongoing stakeholder engagement Determine the project needs and resources required to deliver the CRM project successfully. Budget, supplier and stakeholder management Ensure that the delivery of Tribe is coordinated with the delivery of Elite POS and all relevant system interfaces. Internal Communications and Training Regular communication of project progress to project teams, Senior Management Team and Board of Trustees Becoming an Insights Ambassador for the museum for staff, volunteers and trustees and carrying out workshops and training for relevant members of staff Leading on reporting throughout the organisation to ensure that learnings are as impactful as possible Analytics: Developing key analytics elements in collaboration with the Finance, Marketing and Development teams Other: Carry out any other reasonable duties as requested This Job Description is subject to alteration in response to changes in legislation or the Jewish Museum s operational procedures

3 2. Person specification Essential Criteria Experience in the successful implementation of CRM systems, including integration with EPOS and other financial systems on similar sized projects Demonstrable project management experience and of running multiple overlapping projects Experience of effective budget, supplier and stakeholder management Great communication and interpersonal skills, with the ability to quickly build relationships and manage the interrelationship between projects and stakeholders Experience of training members of staff in using CRM systems and facilitating workshops to challenge current thinking; ensuring CRM is implemented with the best in class processes and approaches Ability to work independently and be proactive Ability to stay calm under pressure. Able to work as part of a team and support other departments High level of numeracy and literacy skills Detail orientated with strong organisational skills Desirable Criteria Experience of implementing CRM systems in the museum/cultural/heritage sector Degree in a relevant subject or qualification To apply, please send your current CV and a cover letter, explaining your interest in the post and relevant experience and qualifications, together with details of at least two referees, your current salary and information regarding your availability. To assist us in arranging interviews, please note if there are any dates when you will be unavailable for interview as a result of holiday arrangements. Please also indicate if there are any restrictions on you taking up employment in the UK and, if so, provide details. The Equal Opportunities Monitoring Form should be completed and included with your application. Please send your application to: Hannah Talbot Head of Marketing, Communications and PR Marketing Department Jewish Museum London Raymond Burton House Albert Street London NW1 7NB Or by to: with the subject line Data and Insights Manager. Closing date for applications: Monday 28 November 2016

4 Interviews to be scheduled for Tuesday 6 and Wednesday 7 December 2016 please state on your application if you are unable to make these dates. This post is supported using public funding from Arts Council England.

5 EQUAL OPPORTUNITIES POLICY 1. Statement of Policy The Jewish Museum endeavours to be an equal opportunity employer and has a policy for this purpose. The aim of the policy is to ensure that no job applicant or employee receives less than favourable treatment on the grounds of sex, race, colour, nationality, ethnic or national origins, age, marital status, sexual orientation or disability or is disadvantaged by conditions or requirements which cannot be seen to be justifiable. This policy covers all aspects of employment including vacancy advertising, selection, recruitment, training, conditions of service and reasons for termination of service. To ensure that this policy is operating effectively and for no other purpose the Museum maintains records of employee s racial origins, gender and disability. The Museum will ensure that there is ongoing monitoring and analysis of such records to provide the basis for appropriate action to eliminate unlawful direct and indirect discrimination and promote equality of opportunity. The Chief Executive is responsible for the effective operation of the Jewish Museum s Equal Opportunities policy. 2. The Policy 2.1 Vacancy Advertising Wherever possible all vacancies will be advertised simultaneously internally and externally. Steps will be taken to ensure that knowledge of vacancies reaches underrepresented groups internally and externally. All vacancy adverts will include an appropriate short statement on equal opportunity. 2.2 Selection and Recruitment Selection criteria (job description and employee specification) will be kept under constant review to ensure they are justifiable on non-discriminatory grounds as being essential for the effective performance of the job. At least two people must be involved in the selection interview and recruitment process, and should have received training in equal opportunities. Reasons for selection and rejection of applicants must be recorded. 2.3 Personnel Records In order to ensure the effective operation of the equal opportunities policy and for no other reason a record will be kept of all job applicants and employees racial origins and disability. Where necessary employees will be able to check/ correct their own record with regard to equal opportunities. Otherwise access to this information will be protected. Such records will be analysed regularly and appropriate follow up action taken. 2.4 Equal Opportunities and Volunteers

6 The Jewish Museum is committed to supporting and developing its volunteers and will apply the spirit and where applicable the letter of this policy to them. 2.5 Service Users The Jewish Museum also seeks to provide equality of opportunity for service users of all backgrounds. Particular effort is made to reach the elderly, disabled and disadvantaged through its programme of outreach which includes educational programmes, talks and travelling displays. Wherever possible efforts will be made to identify and remove unnecessary/unjustifiable barriers and provide appropriate facilities and conditions of service to meet the needs of disadvantaged and/or underrepresented groups. 3. General The objectives of this Equal Opportunities Employment policy are To ensure that The Jewish Museum has access to the widest labour market and secures the best employees for its needs. Ensures that no applicant or employee receives less than favourable treatment and that wherever possible they are given the help they need to reach their full potential to the benefit of the Jewish Museum and themselves. The cooperation of all employees is essential for the success of this policy. However the ultimate responsibility for achieving the policy s objectives and for ensuring compliance with the relevant Acts of Parliament as well as the various codes of practice lies with the Jewish Museum. Behaviour against the spirit and/or the letter of the laws on which this policy is based will be considered a serious disciplinary matter and may in some cases lead to dismissal.

7 Equal Opportunities Monitoring Form The Jewish Museum is committed to equal opportunities in employment through its policy statement (attached). This form is used solely for Equal Opportunities monitoring purposes. All data is confidential and will not be referred to during the selection procedure. Please complete the form and return it with your application. Name: Date: Post applied for: Gender Male Female Ethnic origin Please select the option that best describes the ethnic group to which you belong. White Chinese Black African Black Caribbean Black other Indian Pakistani Bangladeshi Other (please describe) (please describe) Disability Please indicate whether you consider yourself to be disabled Are you a EU citizen? Yes / No What is your nationality? Do you require a work permit? Not disabled Disabled (please describe)

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