Assistant Director, Data Systems Analytics
Carnegie Museums of Pittsburgh, 4400 Forbes Avenue, Pittsburgh, Pennsylvania, United States of America
Req #1572
Thursday, April 10, 2025
There's no cultural organization in the world quite like Carnegie Museums. With a legacy of discovery and outreach dating back to 1895, today we are a family of four diverse, dynamic museums; Carnegie Museum of Art, Carnegie Museum of Natural History, Carnegie Science Center, and The Andy Warhol Museum. We're committed to being inclusive, both onsite and online, and to exploring with our audiences the big ideas and issues of our time. Carnegie Museums is interested in candidates who, through their experience and collaborations, will contribute to diversity and excellence of the Carnegie Museums community.
This Full-Time position is eligible for the Carnegie Museums' many Benefits.
Please scroll to the bottom of this page to see information on the starting pay
The Assistant Director, Data Analytics is a data storyteller that conducts descriptive, exploratory, and predictive data analyses to provide key insights for fundraising success. The Assistant Director, Data Analytics will work directly with key members of the Development Operations team to ensure that all data is properly maintained and coded within our current CRM to produce improved reports highlighting fundraising KPIs and performance metrics that will help inform development leaders’ strategies.
QUALIFICATIONS:
EDUCATION AND EXPERIENCE:
- Bachelor’s Degree or equivalent combination of education and experience required.
- Four or more years of database administration/management with focus in data analytics, modeling, reporting specific to non-profit fundraising or development required.
- Experience with Raiser’s Edge or Crystal Reports strongly recommended.
- Experience with Tessitura highly preferred.
- Experience working in non-profit educational or cultural organizations preferred.
- Demonstrated experience in generating and building reports for analysis and presentation to organizational leadership.
KNOWLEDGE, SKILLS, ABILITIES:
- Knowledge of fundraising and development industry-standard metrics and KPI’s, analytics and common reports.
- Strong grasp of technology in this position with capacity to identify opportunities for improved data integrity, governance, accuracy, and quality.
- Direct strategies to reduce data errors, manage cross-departmental collaboration, and provide strategic guidance on CRM/Database best practices.
- Strong analytical and problem-solving skills with demonstrated comfort in exploring new technologies for solutions.
- Understanding of ETL/Data Warehousing, as well as SQL experience a plus.
- Comfortable working independently and in a team environment to execute assigned deliverables in a prompt and efficient manner.
- Excellent customer service, written and verbal communication skills, attention to detail, and diplomacy.
- Demonstrated ability to maintain confidentiality, discretion, and ability to interact well with all levels of staff.
PHYSICAL REQUIREMENTS: Work is primarily sedentary in nature; no special demands are required.
PRINCIPAL ACCOUNTABILITIES:
- Work with museum leadership to create a data driven narrative to share with stakeholders including institutional leadership, Development Leadership, gifts officers, and financial managers.
- Manages the overall planning, development, and implementation of reporting and analytics programs, products, and services.
- Uses qualitative and quantitative data to monitor progress, identify trends, and derive insights about the organization’s fundraising performance for the purpose of informing strategy and making recommendations.
- Co-develop with IT Department to present creative solutions for complex data and research findings through visualizations, presentations, and infographics using dashboards and other tools.
- Primarily responsible for the overall data governance across Development systems and Development teams, which will include system migration over the next 16 months.
- As part of Tessitura implementation team: assisting, advising, recording, and setting up new system structures, particularly for complex membership and fundraising data, and for financial processes and reporting
- Co-Manages with Assistant Director, Prospect Management processes related to developing dynamic museum fundraising plans and ensuring that data is accurately translated into KPI dashboards.
- Co-design with Assistant Director, Prospect Manager and Data Manager develop data systems, workflows, and processes that are relevant and actionable for teams across the department to continuously improve and evaluate impact
- In partnership with leadership, identifies what ifs and improvement opportunities and subsequently perform analysis to quantify and validate.
- Directs internal SOP with regards to Development data including, but not limited to training documentation, guidelines for database users to ensure data integrity, leads training sessions, and onboarding procedures.
- Other duties as assigned.
The following PA Act 153 clearances, or proof of application of clearances, are required beginning employment and as a condition of continued employment: Pennsylvania Child Abuse History Clearance Pennsylvania State Police Criminal Record Check FBI Fingerprint Criminal Background Check Obtaining the required clearances is completed as part of the new hire process.
Carnegie Museums is an Equal Opportunity Employer
The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.
*GUIDANCE ON ESSENTIAL FUNCTIONS: The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities. An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job. When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below. Please note that the following guidelines are non-exhaustive. If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function? The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function? If so, the function is more likely to be essential. D. How much time is spent performing the function and how often? Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job? If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential. G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it? If so, it is more likely to be essential.
Carnegie Museums is an Equal Opportunity Employer
The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.
*GUIDANCE ON ESSENTIAL FUNCTIONS: The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities. An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job. When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below. Please note that the following guidelines are non-exhaustive. If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function? The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function? If so, the function is more likely to be essential. D. How much time is spent performing the function and how often? Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job? If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential. G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it? If so, it is more likely to be essential.
Other details
- Job Family Vacation Category II
- Pay Type Salary
- Carnegie Museums of Pittsburgh, 4400 Forbes Avenue, Pittsburgh, Pennsylvania, United States of America