Senior Data & Insights Manager

You are accountable for measurement outcomes beyond your own portfolio. You oversee other leaders. Your success is defined by the calibre of management below you and the strength of a team that extends beyond your direct oversight. You are accountable for the data work your managers' teams deliver across client projects. You make sure expertise in data and insights keeps pace with the discipline across teams.

EquivalentSenior Data & Insights Consultant

How this role differs

You shift from direct delivery to leading managers. Your personal billable execution drops away, and maintaining excellence across several pods becomes your primary objective.

The Senior Manager embeds the standard through managers and owns the stack. The Senior Data & Insights Consultant owns the model and the agency's external measurement credibility, without controlling the resource.

Roles and responsibilities

Set and embed shared standards for research, analysis, measurement and reporting, holding managers accountable for applying them across teams.
Make sure client reporting answers clear questions about progress, outcomes and decisions, with limitations and uncertainty made explicit.
Work with PR, SEO and AI visibility leaders to bring data expertise into planning and delivery, so evidence informs strategy from the outset.
Oversee integrated reporting across disciplines, making sure metric definitions, baselines and attribution assumptions are consistent and results are not double-counted.
Own the cost, suitability and adoption of shared data tools within agreed budgets.
Lead significant client escalations involving data quality, measurement or reporting, making sure corrective action addresses the underlying cause.
Identify capability gaps across teams and lead improvements through training, recruitment recommendations, specialist support or process changes.
Lead a set of pods through Managers and Senior Leads, holding them accountable for their own people and commercial outcomes.
Own the forecast, utilisation and headcount plan for your pods, and defend it in agency planning.
Develop managers: coach them through hard conversations, review their calibration and correct management that is drifting.
Own succession and progression across your pods: who is ready, who is blocked, and who needs a different role rather than a bigger one.
Run calibration so that ratings and progression decisions mean the same thing in every team.