Job Vacancy: Women’s Lead Performance Analyst.

Overview:

• Bristol City Women’s Lead Performance Analyst
• Bristol City Football Club
• Full time - Based at the Robins High Performance Centre 
• Salary: Competitive depending on experience

Responsibilities:

• Create review’s with the coaching team by coordinating and capturing footage from training and games, for individual and team development
• Analyse opposition play and set plays to create profiles to deliver to coaching team and players
• Create player profiles for recruitment purposes
• Utilise footage, analysis software and player IDPs to support player development
• Manage footage data and distribution, including the management and organisation of the Hudl platform.
• Responsible for the maintenance of all Performance Analysis equipment
• Work with the WFC Head Coach to provide coded match footage for all Bristol City games
• Work with the women’s pathway manager to develop and implement an analysis structure throughout the youth pathway

Skills and Experience: 

Essential:

• Degree educated in performance analysis or similar subject
• Experience in working with performance analysis hardware and software
• Be able to work as part of a team, but also lead on own initiative
• Have empathy, be supportive and encouraging to developing others, working with integrity at all times
• Have an open / growth mindset
• Be an honest, clear communicator

Desirable:

• Previous experience of working with elite players, in a performance analysis and coaching setting
• Previous experience of working within the Women’s game, at Super League or Championship level
• UEFA B Licence

Job Description:

Closing date for applications: Monday, May 30th (5pm)

DOWNLOAD FULL JOB DESCRIPTION

Applicants will need to send a CV and cover letter to Sarah.Shewan@bcfc.co.uk. 

Safeguarding Statement:

Bristol City Football Club and Academy are committed to safeguarding the welfare of children and young people and expects all staff and volunteers to endorse this commitment.

This post requires Enhanced Criminal Records Checks and may include checks against the Barred Lists, as such it is exempt from Rehabilitation of Offenders Act (1974). Therefore all convictions including spent convictions that have not been subject to filtering by the DBS should be declared.

We are an equal opportunities employer

Equality Statement:

The successful candidate must ensure a positive commitment towards equality and diversity by treating others fairly and not committing any form of direct or indirect discrimination, victimisation or harassment of any description and to promote positive working relationships between all internal and external stakeholders.