I work with this topic frequently with many clients. Where everyone seems to get stuck is on how the work gets done, not just what the work actually is.

While knowing what you need to get done is important, how this individual will fit into the culture of your organization is critical. My suggestion is that you put together a day-to-day task description that will lead to a job description - from here you can sort out 'need to have' versus 'nice to have' in skill set & attitude. I would hate to see you waste your time & energy hiring someone that can do the job but derails everything else in the organization.

I would be happy to have a call on this with you to take you through the process more completely.