Social Media Communications Specialist is responsible for creating and administering content on all social media platforms to grow an audience and build brand awareness. Designs and drives high-quality social media content and campaigns that consistently align with established strategies and branding. Being a Social Media Communications Specialist conducts market research to identify social media best practices, trends, and insights. Builds and executes a social media strategy through competitor research, platform determination, benchmarking, messaging, and audience identification. Additionally, Social Media Communications Specialist tracks and analyzes metrics to gain insight on traffic, demographics, and effectiveness. Requires a bachelor's degree. Typically reports to a manager. The Social Media Communications Specialist work is closely managed. Works on projects/matters of limited complexity in a support role. To be a Social Media Communications Specialist typically requires 0-2 years of related experience. (Copyright 2024 Salary.com)
Lutheran Social Service of Minnesota is a dynamic social service organization serving children, youth and families, people with disabilities, older adults, and military veterans. Trustworthiness is a value and strength shared by our employees and recognized by the communities we serve. We offer an ALIVE Workplace (Supportive, Positive and Fun) and careers that challenge, energize, and reward employees. Consider joining us!
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Lutheran Social Service of Minnesota is an Equal Opportunity and Affirmative Action Employer of all people regardless of gender, race, culture, religion, ethnicity, protected veteran status and/or disability. We actively foster an environment that is free of racism, discrimination, bias, and harassment where all individuals are treated with dignity, safety, 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)
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