Director, Marketing Analytics

Under the supervision of the Executive Director Analytics & Optimization, the incumbent is responsible for staff training, managing, and directing the activities of all the various levels of the marketing analytics team. Responsible for spearheading high-level improvement efforts to optimize marketing efforts and the analyses related to the continuous improvement of marketing (loyalty program, direct marketing, email marketing, player development, junkets, brand, e-commerce, etc.) and the direct/indirect impact to other operating areas. Bachelor degree required in data science, computer science, statistics, mathematics, economics, finance, business, or applied sciences. Hospitality, Leisure, Gaming, and Consumer related experience required. Previous experience in a resort casino in direct marketing, FP&A, or analytics role required. Must possess at least 3 years of management experience leading a team in a similar role. 5 years of experience with user technology analytical tools, including SAS, R, Python, SQL and decision support systems. Experience with data visualization software similar to Tableau, PowerBI, or SAS Visual Analytics. Must be able to manage & direct people effectively and efficiently. Must have excellent communications skills and the ability to present data in terms that are relevant and actionable. Must have the ability to synthesize information into meaningful conclusions and recommendations. Must display good interpersonal skills and have a positive cooperative attitude with both internal and external customers. Must be able to work with other areas of the operation. Must have the ability to balance multiple concurrent projects with varying degrees of priority, as well as working independently on projects from conception to completion. Must have the ability to complete tasks within tight timelines. Position is on-site.

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)