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Senior Unica Campaign Developer Jobs (NOW HIRING)

Stellar IT Group

Senior Back End Developer

Richfield, MN · On-site

$124K - $162K/yr

Senior Back End Developer III - AdTech Focus Location: Richfield, MN (Hybrid - 1-2 days onsite per ... Enhance seller-facing campaign management workflows. * Integrate with external advertising ...

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Senior Unica Campaign Developer information

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$45K

$102.8K

$121.5K

How much do senior unica campaign developer jobs pay per year?

As of Aug 15, 2026, the average yearly pay for senior unica campaign developer in the United States is $102,833.00, according to ZipRecruiter salary data. Most workers in this role earn between $83,000.00 and $116,500.00 per year, depending on experience, location, and employer.

What is the difference between Senior Unica Campaign Developer vs Unica Campaign Analyst?

AspectSenior Unica Campaign DeveloperUnica Campaign Analyst
CredentialsTypically requires experience with Unica, SQL, and possibly certifications in campaign managementOften requires similar skills, with a focus on data analysis and reporting
Work EnvironmentDesigns and develops complex campaigns, manages technical implementationAnalyzes campaign performance, provides insights, and reports results
Employer & IndustryUsed in marketing, banking, retail sectors for campaign executionCommonly employed in marketing analytics teams across similar industries

The main difference is that the Senior Unica Campaign Developer focuses on creating and implementing campaign strategies using Unica, while the Unica Campaign Analyst primarily analyzes campaign data and performance metrics. Both roles require familiarity with Unica and marketing tools, but their responsibilities differ in technical development versus data analysis.

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Senior Unica Campaign Developer jobs near you
Infographic showing various Senior Unica Campaign Developer job openings in the United States as of August 2026, with employment types broken down into 80% Full Time, 3% Part Time, and 17% Contract. Highlights an 80% Physical, 6% Hybrid, and 14% Remote job distribution, with an average salary of $102,833 per year, or $49.4 per hour.

Campaign of Learning Integration Analyst

JANUS Research Group

Newport News, VA • On-site

$85K - $90K/yr

Full-time

Posted 23 days ago

Job description

Candidates must have an active Top Secret clearance and verify, before applying, that you meet the minimum requirements of the position.
Target salary range: $85k - $90k. The estimate displayed represents the typical salary range for this position based on experience and other factors.
Position Summary
Participates in and supports the Army Campaign of Learning to integrate, link, and synchronize analysis and learning products across concepts, experimentation, modeling and simulation, wargaming, science and technology, and related capability-development activities. The analyst adds operational and analytic rigor, consistency, and traceability across the Concepts-to-Capabilities process supporting development of the Army future force.
Primary Duties and Responsibilities
  • Integrate and synchronize Campaign of Learning activities, products, schedules, and decision points across concepts, experimentation, modeling and simulation, wargaming, S&T, and capability analysis.
  • Link analytical products, including Task 5 Top-Down Modernization Process and related assessments, with learning demands, hypotheses, experimentation outcomes, concept development, and S&T activities.
  • Develop and maintain integrated Campaign of Learning plans, roadmaps, crosswalks, schedules, decision matrices, and traceability products that show how learning activities inform future-force decisions.
  • Assess the operational and analytical rigor, assumptions, methods, measures, and consistency of Campaign of Learning products and recommend corrective actions or process improvements.
  • Coordinate with FCC/FID, G-3/5/7, concept developers, analysts, modelers, experiment planners, wargamers, S&T organizations, FCDs, PAEs, Centers of Excellence, and other stakeholders to resolve gaps, overlaps, and sequencing conflicts.
  • Prepare and facilitate integration forums, working groups, planning sessions, and senior-leader reviews; capture decisions, actions, risks, and follow-on requirements through closure.
  • Prepare concise executive briefings, assessments, recommendations, and status products describing Campaign of Learning progress, dependencies, risks, and required decisions.
Minimum Qualifications
  • 8+ years of Army, Joint, capability-development, concept-development, experimentation, modeling and simulation, wargaming, S&T, operational analysis, or defense-analysis experience.
  • Demonstrated understanding of the Army Campaign of Learning and the relationships among concepts, experimentation, analysis, M&S, wargaming, S&T, requirements, and capability development.
  • Ability to integrate complex, cross-functional activities; evaluate analytical rigor and consistency; and maintain traceability from learning demands and hypotheses to findings and senior-leader decisions.
  • Strong written and oral communication skills, facilitation ability, and professional judgment in senior-level forums.
Preferred Qualifications
  • Experience supporting FCC, AFC, T2COM, CAC, DEVCOM, an Army Center of Excellence, or a comparable future-force or modernization organization.
  • Experience with Campaign of Learning governance, TDMP, concepts, experimentation, wargaming, modeling and simulation, S&T, or capabilities-based assessments.
  • Graduate-level education, ORSA/operations-research background, advanced military education, or DAU capability-development coursework.
Expected Work Products
Integrated Campaign of Learning plans and roadmaps; crosswalks and traceability matrices; executive briefings; analyses and assessments; meeting notes and decision records; risk and issue trackers; status updates; and recurring CDRL/monthly-report contributions appropriate to the assigned PWS task.
Performance Attributes
Exercises sound independent judgment; applies operational and analytical rigor; integrates complex activities across multiple organizations and disciplines; meets short suspense requirements; protects sensitive and classified information; and produces accurate, timely, staff-ready products requiring minimal Government revision.
JANUS strives to provide opportunities for career growth through training and development. We also offer an attractive comprehensive benefit package to include health and welfare plans and financial products. As part of a total rewards program, employees can benefit from our referral bonus program, and other various employee awards. JANUS Research Group takes pride in our benefit package and rewards program which has earned us the certification of a Great Place to Work™
JANUS Research Group provides reasonable accommodation so that qualified applicants with a disability may participate in the selection process. Please advise us of any accommodations you request to express interest in a position by e-mailing: Judy Pagac, Chief Human Resources Officer at judy.pagac@janusresearch.us or calling (706) 364-9100. Please state your request for assistance in your message. Only reasonable accommodation requests related to applying for a specific position within JANUS Research Group will be reviewed at the e-mail address and phone number supplied. Thank you for considering a career with JANUS Research Group.
JANUS Research Group participates in the Electronic Employment Verification Program. Please click the E-Verify link below for more information.
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JANUS Research Group is an equal opportunity/ affirmative action employer. It is company policy to provide equal opportunity in all areas of employment practice without regard to race, color, religion, sex, sexual orientation, national origin, age, marital status, veteran status, citizenship, or disability.
This contractor and subcontractor shall abide by the requirements of 41 CFR 60-1.4(a), 60-300.5(a) and 60-741.5(a). These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities and prohibit discrimination against all individuals based on their race, color, religion, sex, or national origin. Moreover, these regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment qualified individuals without regard to race, color, religion, sex, national origin, protected veteran status or disability.

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