Senior Digital PR Lead

Everything a Digital PR Lead does, held consistently across more accounts and more people. You lead a pod, a small delivery team working across a shared set of accounts, and hold its delivery standards independently. Formal performance processes sit with the Manager; you run the structured development conversations that feed them. You are accountable for the portfolio of client accounts your pod manages, rather than running each account yourself. You develop expertise in digital PR across the pod, so quality does not depend on you.

EquivalentSenior Digital PR Strategist

How this role differs

You become the final review for deliverable quality, and your people responsibilities shift from in-the-moment work notes to structured development conversations.

The Senior Lead holds campaign quality across a team and builds capability in others. The Senior Digital PR Strategist holds creative depth across sectors and is the person whose judgement on an idea settles it.

Roles and responsibilities

Hold campaign and outreach quality across several accounts at once, through the people delivering them.
Resource ideation and outreach across the team against client priority and likely return.
Monitor client hours against deliverables and results, identifying ways to improve efficiency, profitability and campaign success.
Spot a campaign that will miss early enough to change it, rather than reporting it afterwards.
Develop Executives' ideation and sell-in capability deliberately, with progress they can name.
Propose a new strategy when campaigns are not delivering results, explaining the reasoning clearly to build client trust and confidence in the next steps.
Own a pod end to end (its plan, its quality bar and its output) without a senior signing off routine work.
Working towards accountability for a portfolio of a minimum of 6 client accounts (or £20k MRR) managed by your pod.
Support the Manager with line management for the pod: run regular one-to-ones, set objectives and feed evidence into mid-year and annual reviews.
Raise early performance concerns with the Manager, and support them through probation reviews and career progression conversations.
Be the escalation point for the pod's clients on delivery issues, taking these off the Manager's desk.
Build a development plan with each person in the pod, naming the two or three skills that will move them to the next level and the training opportunities that will get them there.
Own onboarding and the first 90 days for new joiners into the pod.