Wrexham AFC (the Club) has progressed at pace from National League to the Championship and its business has rapidly changed to reflect this. The Club is challenged with responding to its acceleration through the leagues, but also wishes to make proactive strategic decisions across the business based on the data and insight. The Research and Insight Analyst will play a critical role in supporting the Club’s strategic decision-making by providing data-driven insights and research. This role involves gathering, analysing, and interpreting data related to fan engagement, commercial performance, operational efficiency, and broader industry trends. The analyst will collaborate across departments to ensure that insights are actionable and aligned with the Club’s strategic goals. The role will shape the long-term future of the organisation, working in a positive, forward-thinking and collaborative culture and environment. MAIN RESPONSIBILITIES Research: Conduct quantitative and qualitative research to support strategic initiatives. Internal Data: Establish internal dataset and analyse them to identify trends, opportunities, and risks. Once established, monitor metrics and provide recommendations for improvement. Benchmarking: Review external data sources to benchmark Club performance against industry standards and competitors. Integrity and Compliance: Ensure data integrity and compliance with relevant data protection regulations. Reporting: Develop dashboards and reports to communicate insights to stakeholders. Present findings to senior leadership in a clear and actionable format. Business Plan: Provide data to develop business plan assumptions and improve robustness in forecast business plan. Contribute to the development of KPIs and performance measurement frameworks. Internal Stakeholders: Support any areas of the business with targeted analysis so that they can progress their objectives, most notably marketing, commercial, and operational teams. Innovation: Put forward methods to improve business performance based on insight obtained and by exploring new technologies, practices, and partnerships that can enhance the Club’s operations and brand. Project management and delivery : Monitor and manage specific insight projects, including planning, delivery, reporting and monitoring. External Support: Collaborate with external research partners and agencies. SAFEGUARDING RESPONSIBILITIES 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 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. EQUALITY, DIVERSITY AND INCLUSION RESPONSIBILITIES Hold a commitment to equality, diversity and inclusion in the workplace. About The Candidate EXPERIENCE/QUALIFICATIONS REQUIRED Proven experience delivering capital projects. Knowledge of sports facilities, there development and operation (preferably football) Ability to navigate complex challenges and drive informed decision-making Ability to foresee and prepare for project requirements. Demonstrated success in stakeholder management and cross-department collaboration. Knowledge of relevant building and football regulatory requirements. Excellent communication, negotiation and leadership skills About The Club 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.