Social Media Analyst collects and analyzes data related to social media marketing campaigns. Analyzes social media data to identify patterns and trends. Being a Social Media Analyst monitors social media platforms to determine how a new update or feature impacts audience behavior or content performance. Identifies opportunities for campaign optimization and provides recommendations to improve targeting and messaging. Additionally, Social Media Analyst creates and maintains comprehensive reports, dashboards, and data visualizations to monitor marketing performance and communicate insights to stakeholders. Requires a bachelor's degree. Typically reports to a manager. The Social Media Analyst occasionally directed in several aspects of the work. Gaining exposure to some of the complex tasks within the job function. To be a Social Media Analyst typically requires 2-4 years of related experience. (Copyright 2024 Salary.com)
Lutheran Social Service MN is a dynamic social service organization serving children, youth and families, people with disabilities, older adults and military veterans. We offer an ALIVE Workplace (Supportive, Positive and Fun) and careers that challenge, energize and reward employees. Consider joining us!
Primary Responsibilities for this position include:
Job Requirements:
The successful candidate must be cleared by a Bureau of Criminal Affairs (BCA) background study and have a drivers’ license; a Motor Vehicle Check (MVR) is required.
Lutheran Social Service of MN is an EEO/AAP employer. We actively foster an environment that is free of racism, discrimination, bias, and harassment where all individuals are treated with dignity and respect.
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)