HEAD OF DIGITAL AND CONTENT
Wrexham AFC
Date: 1 day ago
City: Wrexham, Wales
Contract type: Full time
Job Purpose
To manage, lead and evolve the Club’s digital and content strategy.
Main Responsibilities
EXPERIENCE/QUALIFICATIONS REQUIRED
CLUB VALUES
Code of Conduct
Wrexham Football Club expects the highest standards of integrity and conduct in all matters concerning the Club and its employees. The Code of Conduct makes clear the standards of conduct expected from its employees and explains the responsibilities of the Club, as the employer. All employees are expected to always act wholeheartedly in the interests of the Club. Any conduct detrimental to its interests or its relations with its customers, suppliers, the public or damaging to its public image shall be a breach of Club rules and policies. Discriminatory, offensive, and violent behaviour are unacceptable, and any complaints or concerns will be dealt with and acted upon.
Equality, Diversity & Inclusion
Wrexham Football Club are committed to ensuring that equality, diversity and inclusion of opportunity is at the very heart of everything we do to ensure we provide fair and non-prejudicial access to the services across the Club. We uphold everyone’s freedom of rights and choice to be different and aim to provide opportunities for everyone to succeed. It is the policy of the Club that no person, whether player, job applicant, employee, volunteer, or customer, shall be discriminated against. The Club opposes all forms of unlawful and unfair discrimination, either direct or indirect, or harassment, on the grounds of the following ‘protected characteristics’: Age, Disability, Gender Reassignment, Marriage & Civil Partnership, Pregnancy & Maternity, Race, Religion or Belief, Sex and Sexual Orientation. Anyone who is found to be in breach of this could receive disciplinary action, which may well include suspension and dismissal.
The Club is fully committed to the EFL Equality, Diversity & Inclusion Standards and as we are under represented in these areas; we particularly welcome ‘entry level’ applications from women, individuals from Black and Minority Ethnicities, the LGBT community and anyone with a disability.
Safeguarding and Safer Recruitment
Wrexham Football Club are committed to and has both a moral and legal obligation to ensure that all children and vulnerable adults are protected and kept safe from harm whilst engaged in services organised and provided by the club and believes that the general wellbeing, welfare and safety of all children and vulnerable adults engaged in club activities is of the upmost importance. The Club will fulfil its responsibilities by ensuring it displays best practice in safeguarding matters – including Safer Recruitment - carried out in a spirit of partnership and openness with the child or vulnerable adult, families, and the relevant local authority.
Having a criminal record will not necessarily bar a potential candidate from working with the Club. This will depend on the nature of the position and the circumstances and background of the offence(s) committed. As an organisation using the Disclosure and Barring Service (DBS) to assess applicant’s suitability for positions of trust, the Club complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. Potential applicants need to check on the government website (https://www.gov.uk/tell-employer-or-college-about-criminal-record/what-information-you-need-to-give) whether cautions / convictions should be disclosed as part of their application.
CLUB VALUES
Code of Conduct
Wrexham Football Club expects the highest standards of integrity and conduct in all matters concerning the Club and its employees. The Code of Conduct makes clear the standards of conduct expected from its employees and explains the responsibilities of the Club, as the employer. All employees are expected to always act wholeheartedly in the interests of the Club. Any conduct detrimental to its interests or its relations with its customers, suppliers, the public or damaging to its public image shall be a breach of Club rules and policies. Discriminatory, offensive, and violent behaviour are unacceptable, and any complaints or concerns will be dealt with and acted upon.
Equality, Diversity & Inclusion
Wrexham Football Club are committed to ensuring that equality, diversity and inclusion of opportunity is at the very heart of everything we do to ensure we provide fair and non-prejudicial access to the services across the Club. We uphold everyone’s freedom of rights and choice to be different and aim to provide opportunities for everyone to succeed. It is the policy of the Club that no person, whether player, job applicant, employee, volunteer, or customer, shall be discriminated against. The Club opposes all forms of unlawful and unfair discrimination, either direct or indirect, or harassment, on the grounds of the following ‘protected characteristics’: Age, Disability, Gender Reassignment, Marriage & Civil Partnership, Pregnancy & Maternity, Race, Religion or Belief, Sex and Sexual Orientation. Anyone who is found to be in breach of this could receive disciplinary action, which may well include suspension and dismissal.
The Club is fully committed to the EFL Equality, Diversity & Inclusion Standards and as we are under represented in these areas; we particularly welcome ‘entry level’ applications from women, individuals from Black and Minority Ethnicities, the LGBT community and anyone with a disability.
Safeguarding and Safer Recruitment
Wrexham Football Club are committed to and has both a moral and legal obligation to ensure that all children and vulnerable adults are protected and kept safe from harm whilst engaged in services organised and provided by the club and believes that the general wellbeing, welfare and safety of all children and vulnerable adults engaged in club activities is of the upmost importance. The Club will fulfil its responsibilities by ensuring it displays best practice in safeguarding matters – including Safer Recruitment - carried out in a spirit of partnership and openness with the child or vulnerable adult, families, and the relevant local authority.
Having a criminal record will not necessarily bar a potential candidate from working with the Club. This will depend on the nature of the position and the circumstances and background of the offence(s) committed. As an organisation using the Disclosure and Barring Service (DBS) to assess applicant’s suitability for positions of trust, the Club complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. Potential applicants need to check on the government website (https://www.gov.uk/tell-employer-or-college-about-criminal-record/what-information-you-need-to-give) whether cautions / convictions should be disclosed as part of their application.
To manage, lead and evolve the Club’s digital and content strategy.
Main Responsibilities
- Support the Chief Business and Communications Officer by developing and executing the digital marketing and content strategy for Wrexham AFC, working with key internal stakeholders to align objectives, increase brand awareness and take a multi-channel approach to grow revenues.
- Any other duties as required. Digital Marketing
- Develop and develop a digital marketing strategy to support the ambitions of the Club in attracting, engaging and converting new fans on its journey up the English Football League pyramid.
- Attract: find the most efficient techniques, channels and tools to support the wider team for attracting and growing the Club’s fanbase across all channels.
- Engage: develop the most creative, impactful and creative content for maximum fan engagement.
- Convert: work closely with the wider internal teams (e.g. Ticketing & Membership, Commercial, Communications etc.) to develop CRO of fans on their journey with the Club with an entrepreneurial mindset.
- Marketing Automation: develop and take ownership of the marketing automation stack to review and update all technology tools used by the Club including CRM, CMS, DEMs etc. to make digital interaction count.
- Analysis: carry out detailed tracking and analysis of digital performance, reporting on key metrics. Content and Brand
- Oversee the creation of high-quality content across all platforms, including websites, blogs, infographics, ads, social media, email, and video.
- Develop and deliver a content strategy to support the Club’s objective of elevating the Wrexham AFC brand globally by maximising the opportunities due to the success of documentary ‘Welcome to Wrexham’.
- Maintain editorial standards to ensure all content is accurate, well-written, and adheres to Wrexham AFC’s brand guidelines, style, tone of voice and messaging.
- Design bespoke strategies per channel to engage and grow each audience with compelling, valuable content.
- Manage and maintain a digital content calendar to ensure consistent and timely content production.
- Monitor content performance using analytics tools and derive insights to optimise and refine content.
- Act as a role model for our values and valued behaviours, leading your team to do the same and appropriately challenging behaviours that do not align to our values.
- In your capacity as a manager, ensure that you and your team(s) comply with all people management policies and processes and that these are applied fairly and consistently.
- We are committed to ensuring everyone who engages with the Club has a positive, safe, and supportive experience.Staff are required to comply with all aspects of the Club Safeguarding Policies and arrangements and to take personal responsibility and care to enable strong safeguarding practices to be embedded in the Club.
- This post is subject to a basic DBS check. HEALTH & SAFETY RESPONSIBILITIES
- Take responsibility and care for the health and safety of yourself and other employees and members of the public who may be affected by your acts or omissions at work.
- To comply with all aspects of the Club’s Health & Safety Policy and arrangements, to enable the company to perform its civil and statutory obligations in relation to Health & Safety.
- Hold a commitment to equality, diversity and inclusion in the workplace.
- Sit on the club’s ED&I working group and assist with the implementation of the club’s ED&I strategy.
EXPERIENCE/QUALIFICATIONS REQUIRED
- A track record of delivering high-impact digital and content strategies that drive measurable results.
- Knowledge of the digital marketing channels and how content impacts them.
- Management experience.
- Experienced in all forms of design for print, electronic and large format display.
- Dynamic, visionary leader who can engage and inspire both executive and junior teams to embrace digital innovation, whilst developing and executing a comprehensive digital strategy that aligns with the Club’s objectives.
- Ability to develop and execute content strategies to drive the Club’s growth across all digital channels.
- Exceptional writing and editing skills for creating compelling and engaging storytelling.
- A deep understanding of current trends and best practices in social media and digital marketing.
- A results-driven mindset, with a focus on efficiency and scalability.
- Ability to build strong connections with the team and align internal teams with the Club’s objectives.
- Highly organised with a keen eye for detail and ability to react quickly and use initiative.
- Natural creative ability to produce eye catching and impactful campaigns.
- Strong analytical mindset to analyse website data, social media engagement and other key metrics to measure the effectiveness of campaigns and content according to KPIs.
- Confident and creative communicator with great leadership skills.
- Strong planning and organisational skills.
- High level of flexibility.
- Concise reporting skills.
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CLUB VALUES
Code of Conduct
Wrexham Football Club expects the highest standards of integrity and conduct in all matters concerning the Club and its employees. The Code of Conduct makes clear the standards of conduct expected from its employees and explains the responsibilities of the Club, as the employer. All employees are expected to always act wholeheartedly in the interests of the Club. Any conduct detrimental to its interests or its relations with its customers, suppliers, the public or damaging to its public image shall be a breach of Club rules and policies. Discriminatory, offensive, and violent behaviour are unacceptable, and any complaints or concerns will be dealt with and acted upon.
Equality, Diversity & Inclusion
Wrexham Football Club are committed to ensuring that equality, diversity and inclusion of opportunity is at the very heart of everything we do to ensure we provide fair and non-prejudicial access to the services across the Club. We uphold everyone’s freedom of rights and choice to be different and aim to provide opportunities for everyone to succeed. It is the policy of the Club that no person, whether player, job applicant, employee, volunteer, or customer, shall be discriminated against. The Club opposes all forms of unlawful and unfair discrimination, either direct or indirect, or harassment, on the grounds of the following ‘protected characteristics’: Age, Disability, Gender Reassignment, Marriage & Civil Partnership, Pregnancy & Maternity, Race, Religion or Belief, Sex and Sexual Orientation. Anyone who is found to be in breach of this could receive disciplinary action, which may well include suspension and dismissal.
The Club is fully committed to the EFL Equality, Diversity & Inclusion Standards and as we are under represented in these areas; we particularly welcome ‘entry level’ applications from women, individuals from Black and Minority Ethnicities, the LGBT community and anyone with a disability.
Safeguarding and Safer Recruitment
Wrexham Football Club are committed to and has both a moral and legal obligation to ensure that all children and vulnerable adults are protected and kept safe from harm whilst engaged in services organised and provided by the club and believes that the general wellbeing, welfare and safety of all children and vulnerable adults engaged in club activities is of the upmost importance. The Club will fulfil its responsibilities by ensuring it displays best practice in safeguarding matters – including Safer Recruitment - carried out in a spirit of partnership and openness with the child or vulnerable adult, families, and the relevant local authority.
Having a criminal record will not necessarily bar a potential candidate from working with the Club. This will depend on the nature of the position and the circumstances and background of the offence(s) committed. As an organisation using the Disclosure and Barring Service (DBS) to assess applicant’s suitability for positions of trust, the Club complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. Potential applicants need to check on the government website (https://www.gov.uk/tell-employer-or-college-about-criminal-record/what-information-you-need-to-give) whether cautions / convictions should be disclosed as part of their application.
CLUB VALUES
Code of Conduct
Wrexham Football Club expects the highest standards of integrity and conduct in all matters concerning the Club and its employees. The Code of Conduct makes clear the standards of conduct expected from its employees and explains the responsibilities of the Club, as the employer. All employees are expected to always act wholeheartedly in the interests of the Club. Any conduct detrimental to its interests or its relations with its customers, suppliers, the public or damaging to its public image shall be a breach of Club rules and policies. Discriminatory, offensive, and violent behaviour are unacceptable, and any complaints or concerns will be dealt with and acted upon.
Equality, Diversity & Inclusion
Wrexham Football Club are committed to ensuring that equality, diversity and inclusion of opportunity is at the very heart of everything we do to ensure we provide fair and non-prejudicial access to the services across the Club. We uphold everyone’s freedom of rights and choice to be different and aim to provide opportunities for everyone to succeed. It is the policy of the Club that no person, whether player, job applicant, employee, volunteer, or customer, shall be discriminated against. The Club opposes all forms of unlawful and unfair discrimination, either direct or indirect, or harassment, on the grounds of the following ‘protected characteristics’: Age, Disability, Gender Reassignment, Marriage & Civil Partnership, Pregnancy & Maternity, Race, Religion or Belief, Sex and Sexual Orientation. Anyone who is found to be in breach of this could receive disciplinary action, which may well include suspension and dismissal.
The Club is fully committed to the EFL Equality, Diversity & Inclusion Standards and as we are under represented in these areas; we particularly welcome ‘entry level’ applications from women, individuals from Black and Minority Ethnicities, the LGBT community and anyone with a disability.
Safeguarding and Safer Recruitment
Wrexham Football Club are committed to and has both a moral and legal obligation to ensure that all children and vulnerable adults are protected and kept safe from harm whilst engaged in services organised and provided by the club and believes that the general wellbeing, welfare and safety of all children and vulnerable adults engaged in club activities is of the upmost importance. The Club will fulfil its responsibilities by ensuring it displays best practice in safeguarding matters – including Safer Recruitment - carried out in a spirit of partnership and openness with the child or vulnerable adult, families, and the relevant local authority.
Having a criminal record will not necessarily bar a potential candidate from working with the Club. This will depend on the nature of the position and the circumstances and background of the offence(s) committed. As an organisation using the Disclosure and Barring Service (DBS) to assess applicant’s suitability for positions of trust, the Club complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. Potential applicants need to check on the government website (https://www.gov.uk/tell-employer-or-college-about-criminal-record/what-information-you-need-to-give) whether cautions / convictions should be disclosed as part of their application.
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