Senior Executive, Business Operations

OMD; Greater London; Hybrid; GBP 55,000 - 90,000; Full time

Job summary

OMD is seeking a Media Operations Senior Executive in London to identify automation opportunities, document current workflows, and translate repetitive tasks into reliable tooling across paid search, social, and programmatic channels.

You will learn and apply Apps Script, VBA, Python, and SQL to streamline processes, support data transformations, and enable scalable solutions within the performance team. 3 days in-office weekly is expected.

Qualifications

• Experience in a process-heavy media/advertising environment.
• Ability to learn new tools and build scalable automation solutions.

Responsibilities

• Shadow activation teams and document how recurring processes actually work.
• Fix and maintain existing automations.
• Build small tools against a prioritized list with code review before go-live.
• Leverage AI tools to improve performance team workflows.
• Document existing systems and decisions.

Skills

Media operations

Automation

Analytics

Self-learning

Communication

Problem solving

Tools

Excel VBA

Apps Script

Python

SQL

Google Ads API

Job description

Agency

Omd

Job Function

Media

Job Subfunction

Media Operations

Job Description

As a Media Operations Senior Executive, you will identify opportunities to automate and improve media activation processes, supporting the development of scalable solutions across teams. This role is ideal for someone looking to take their media activation career in a new direction, developing expertise in automation, AI and technology-driven solutions.

Key Clients/Projects

The activation teams run a large volume of campaign work across paid search, social and programmatic. A meaningful share of the effort that keeps that running is still manual: QA & pacings checks, bulk sheet builds, change logging, recurring reporting, data collection & transformation between platforms. This role exists to turn those repeated manual processes into reliable tooling, and to be the person the team goes to when something should stop being done by hand. The job sits between the operation and activation team with the scope to collect challenges and inefficiencies from activation team and raise them into scalable solutions across team. We are hiring for trajectory rather than a finished skill set. You do not need to arrive knowing Apps Script, VBA and the Google Ads API. You need to have shown that when something is worth learning, you go and learn it, and that you can get something working . The rest is a defined path with time, support and people attached to it, set out below.

Responsibilities

• Shadow activation teams and document how the recurring processes actually work
• Pick up and maintain existing automations already in use, learning the codebase by fixing it
• Build small tools against a prioritised list you are given, with review before anything goes live
• Start working with AI tools to support better AI usage and adoption in performance team.
• Write the documentation for what exists, including things you did not build
• Identify automation candidates yourself and size the manual hours behind them
• Build and own tooling end to end, including the adoption and training that makes it stick
• Write up the requests that need real engineering and hand them to the engineer as a usable spec
• Run short sessions to communities so basic automation literacy spreads across the wider team

Skills/Experience

• Experience in media, ad operations, analytics or a comparable process-heavy environment
• Awareness of least two of: Excel with VBA or macros; Google Sheets with Apps Script; Python; SQL
• Hands-on experience with at least one major ad platform's automation surface (Google Ads scripts or API, SA360 or DV360 bulk sheets and SDF, Meta, or similar)
• Real depth in at least one media discipline (paid search, social or programmatic), enough to judge whether an automated output is correct rather than just well-formed
• Demonstrable self-taught capability: something you built because it needed to exist, learned on your own time or on the job
• Able to explain a technical decision to a non-technical stakeholder without either patronizing them or hiding behind jargon
• Judgement about when not to automate low frequency, unstable process, or a maintenance burden that outweighs the saving

To the extent permissible by local law, Omnicom’s policy requires employees to work in the office for a minimum of three days a week, unless additional in-office days are directed by their agency or manager.

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