Key Responsibilities Communicate the weekly and monthly targets to the activation team. Ensure all team members understand their individual roles and responsibilities within the activation process. Provide ongoing training to keep the team updated on product knowledge, activation procedures, and industry trends. Monitor closely the team performance on daily, weekly and monthly basis. Supervise Direct sales executive and direct marketing representative to ensure that their performing well. Identify gaps in the ability of the Supervise Direct sales executive and direct marketing representative. Provide Training need analysis skills to Direct sales executive. Provide weekly and monthly activation team performance report to Activation manager. Handle conflicts or challenges within the team promptly and fairly.
Assist Content Manager with daily content writing and copywriting work. (Websites, Facebook, YouTube, Instagram, Twitter, LinkedIn, Telegram,Viber etc.) Writing clear and attractive copy and visual wordings with appropriate tone,format and style for each purpose. (In MM & ENG) Prepare Organic Insight reports on content performance across social media platforms to support the Content Manager's KPI reporting Contributing to the cross-platform content strategy and drafting the Monthly Content Calendar for each social media platform, for Content Manager approval, based on Page Insight, marketing goals and feedback from various departments. Content brief to creative and production team. Creating various scripts for sales presentations on social media and other media types. (MC script, sales presentation script, testimonial script,interview script) Translation from ENG to MM, MM to ENG if needed. Transcribing and translating testimonials and other related videos. (ENG to MM, MM to ENG) Proofread and post social media content on each platform. Apply SEO best practices in written content to maximize organic reach and visibility. Work with respective departments and set up basic brand value elements for each brand Schedule and publish approved content (copy and visual assets) across social media platforms, ensuring timely delivery, brand consistency and adherence to platform best practices The above statements are a snapshot of the duties and responsibilities of the role and are not intended to be an exhaustive list.
Position Overview The Content Manager is responsible for leading the development and execution of content strategies that align with the overall marketing goals of Asia Strategic Holdings Group. This role involves managing a team of content creators, overseeing the creation of high-quality content across various platforms, and ensuring that all content aligns with brand guidelines and objectives. The Content Manager will play a key role in driving brand engagement, customer acquisition, and retention through compelling and effective content. Key Areas of Responsibility: Content Strategy Development: Develop and implement comprehensive content strategies that support the marketing goals of all brands under Asia Strategic Holdings Group. Collaborate with the Senior Brand and Performance Marketing Manager to align content strategies with overall brand and marketing strategies. Plan and manage the content calendar, ensuring timely and consistent content delivery across all platforms. Content Creation and Management: Lead the Content Team in creating engaging and high-quality content,including blog posts, articles, social media posts, video scripts, website content, and email newsletters. Oversee the creation of content for different platforms, ensuring that each piece is tailored to its specific audience and channel. Ensure all content is aligned with brand voice, tone, and style guidelines. Schedule and publish approved content (copy and visual assets) across social media platforms, ensuring timely delivery, brand consistency, and adherence to platform best practices. Collaboration and Coordination: Work closely with the Creative Manager, Digital Marketing Manager, and other team members to ensure cohesive and integrated marketing campaigns. Collaborate with marketing managers of different business units to gather content ideas and ensure content meets the needs of various departments. Coordinate with external writers, designers, and other content creators as needed to produce content. Content Optimization and SEO: Implement SEO best practices in content creation to maximize organic reach and visibility. Monitor content performance using analytics tools, and optimize content based on insights and data. Regularly update existing content to ensure it remains relevant and effective. Content Performance and Reporting: Develop and track key performance indicators (KPIs) to measure the effectiveness of content strategies and initiatives. Provide regular reports to the Business Units and Marketing Production Manager on content performance, highlighting successes and areas for improvement. Use data and insights to refine content strategies and improve future content creation. Team Management: Lead, mentor, and develop the Content Team, fostering a culture of creativity, collaboration, and excellence. Manage the performance of content creators, providing guidance,feedback, and professional development opportunities. Ensure the Content Team has the resources and support needed to achieve their goals and deliver high-quality content. Innovation and Trend Monitoring: Stay up-to-date with the latest content marketing trends, tools, and technologies. Explore and implement new content formats, channels, and strategies to keep the brand's content fresh and engaging. Experiment with innovative content ideas to drive engagement and brand awareness. The above statements are a snapshot of the duties and responsibilities of the role and are not intended to be an exhaustive list.
Job Overview Senior HRBP is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Duties and Responsibilities HR Initiatives & Strategy Strategic Alignment: Collaborate with leadership to support the implementation of HR strategies and initiatives aligned with the overall business strategy. Business Partnership: Act as a strategic Human Resources Business Partner, fostering alignment between HR service delivery and company processes and strategic goals. Organizational Structure: Challenge and evaluate the organizational structure of internal clients, proposing necessary changes when needed. Strategic Contribution: Contribute to and assist in implementing the Human Resources strategy, working closely with the Group Chief HR Officer (CHRO) and Chief Financial Officer (CFO). Policy Development: Play a pivotal role in the development and implementation of HR policies, such as the Talent Acquisition Policy and Employee Handbook, ensuring accessibility to these policies via Microsoft Teams. Planning: Prepare and monitor the annual HR budget and manpower plan. HR Operations and Employee Life Cycle: Cross-Functional Collaboration: Collaborate closely with HR Shared Service Function (HR SSF) to ensure the seamless delivery of services throughout the employee life cycle, including Talent Acquisition (TA), Compensation & Benefits (C&B), HR Administration, and Learning & Development (L&D). Process Management: Lead, implement, and oversee HR processes, including promotion, transfer, performance review, and exit procedures. Payroll Management: In collaboration with the C&B function, provide inputs into payroll processing (new hires, departures, adjustments, and commission calculation support) while adhering to Myanmar's specific payroll practices to ensure data accuracy before each monthly calculation. Expatriate Support: E nsuring compliance with Myanmar's legal requirements for expatriates' personal income tax, insurance contributions, work permits and visas. Onboarding and Offboarding: Enhance onboarding and offboarding processes, including recruitment and exit interviews, and conduct HR inductions for new hires. HR-Admin Liaison: Serve as the main point of contact between Business Units' employees and the HR SSF, including office supplies management and travel arrangements. Engagement, Enablement, and Culture-Building: Engagement and Enablement Initiatives: Collaborate with BU to design and execute engagement and enablement initiatives that foster a positive and inclusive workplace culture. Teamwork and Collaboration: Promote teamwork and collaboration by sharing insights and best practices from various functions within the organization. Encourage the exchange of ideas and knowledge to strengthen the culture of continuous improvement. Stakeholder Relationship Building: Build and nurture strong business relationships with stakeholders, acting as a single point of contact for brand office teams. Facilitate communication and collaboration to ensure alignment with the organization's values and goals. Cultural Best Practices: Share and transfer cultural best practices from different functions within the organization. Contribute to shaping a workplace culture that emphasizes respect, diversity, inclusion, and innovation, aligning it with the organization's values and vision. Performance & Talent Management Job Description Development: Collaborate with hiring managers to develop comprehensive job descriptions (JDs), providing HR insights on JDs, including salary bandings and market benchmarks for each position. Talent Management and Succession Planning: Actively participate in talent management and succession planning activities. Identify potential talent, track their development, and ensure a robust workforce pool for future sustainability. Performance Improvement: Provide guidance to line managers in effectively managing poor performers and addressing disciplinary issues. Act as a driver for performance improvement, facilitating discussions with the management team to find the best solutions. Learning & Development (L&D): Collaborate with L&D teams to support the delivery of training programs that align with organizational goals and employee development needs. Ensure that employees have access to relevant learning opportunities that enhance their skills and knowledge. HR Reporting and Compliance: Financial Oversight: Oversee and report on the team budget, providing insights into demand, effectiveness, and cost. Ensure prudent financial management in HR operations with respect to payroll, overtime, expenses & services. Performance Metrics: Provide monthly dashboard reports to the Leadership team, presenting key HR metrics such as personnel cost analysis (overall and per function), recruitment activity, attrition rates, leave reporting, and other relevant reports as required. Legal Compliance: Ensure compliance with statutory regulations pertaining to employment contracts and terminations, following all legal requirements and timelines. Personal Income Tax Reporting: Collaborate closely with the Compensation & Benefits function to ensure the accurate and timely submission of personal income tax reports to the Tax department, adhering to local tax regulations. The above statements are a snapshot of the duties and responsibilities of the role and are not intended to be an exhaustive list.
Job Summary: We are seeking a detail-oriented and proactive Legal Executive to support our legal and compliance functions. The role will primarily focus on licensing support, contract review, corporate documentation, and company formation processes,ensuring compliance with local laws and company policies. Key Responsibilities: 1. Licensing Support Assist with the preparation, submission, and tracking of applications for regulatory and business licenses. Liaise with government agencies and regulators to follow up on license status or requirements. Maintain a tracking system for all active licenses and renewal timelines. Ensure timely renewal of licenses and compliance with license conditions. 2. Documentation & Legal Administration Draft and prepare standard legal documents, including board resolutions, meeting minutes, and legal notices. Maintain and organize legal records, contracts, and corporate documentation in a secure and systematic manner. Support the legal team with ad-hoc administrative tasks and internal coordination. 3. Contract Review & Management Review standard contracts and agreements (e.g., service agreements, vendor contracts) to identify key legal risks and ensure alignment with company policies. Coordinate with internal teams to finalize contract terms and ensure proper execution and storage. Maintain a contract database and track contract renewals, expiries, and obligations. 4. Company Formation & Corporate Support Assist with company formation, registration, and compliance requirements for local and international entities. Ensure compliance with corporate governance requirements, including annual filings and updates to regulatory bodies.
The Head of Recruitment leads high-volume and mass recruitment, ensuring the business can attract, select, and hire large numbers of people efficiently and within agreed timelines. The role leads and develops the recruitment team, drives effective sourcing strategies, manages recruitment channels, and ensures hiring targets are achieved with the required speed, quality, and cost efficiency. Key Areas of Responsibility 1. High-Volume & Mass Recruitment Strategy Develop and execute high-volume and mass recruitment strategies to meet large-scale hiring targets within tight timelines. Lead recruitment drives, job fairs, walk-in interviews, and other volume hiring initiatives. Build and maintain a strong, continuous candidate pipeline across multiple sourcing channels. Identify and implement effective recruitment channels based on hiring volume and business needs. Monitor recruitment market trends and adjust sourcing strategies accordingly. 2. Recruitment Team Management Lead, manage, and develop the recruitment team to achieve individual and overall hiring targets. Set clear KPIs, targets, priorities, and daily/weekly recruitment plans. Monitor team productivity, pipeline, conversion, time-to-fill, and overall hiring performance. Allocate vacancies and workloads effectively based on business priorities and team capacity. Coach and develop recruiters on sourcing, screening, candidate engagement, interviewing, and offer closing. Conduct regular performance reviews and provide ongoing feedback and support. Build a high-performance, accountable, and collaborative recruitment culture. 3. Recruitment Channel & Performance Management Drive the effective use of direct sourcing, recruitment platforms, referrals, recruitment events, and external recruitment support. Set clear expectations and KPIs for each recruitment channel. Monitor channel performance, candidate conversion, quality, time-to-fill, and cost. Ensure the recruitment team maximizes available channels to achieve high-volume hiring targets. 4. End-to-End Recruitment Management Partner with hiring managers to understand workforce requirements, priorities, and recruitment timelines. Oversee the end-to-end recruitment process from sourcing and screening through offer acceptance and onboarding. Provide direct support for critical, urgent, and high-volume recruitment when required. Drive effective candidate engagement and offer-closing strategies to minimize dropouts. Ensure recruitment activities meet company standards, policies, and agreed timelines. 5. Recruitment Performance & Reporting Track key recruitment metrics including target achievement, time-to-fill, cost-per-hire, source effectiveness, offer acceptance, pipeline conversion, and quality of hire . Prepare recruitment dashboards and reports for senior leadership. Identify recruitment bottlenecks and implement actions to improve speed, quality, and cost efficiency. Forecast recruitment capacity and hiring risks based on business requirements. 6. Continuous Improvement Continuously improve recruitment processes, sourcing channels, tools, and candidate experience. Drive the effective use of ATS and recruitment data to improve team productivity and decision-making. Identify opportunities to scale recruitment operations to support rapid business growth. Develop a scalable and high-performance recruitment function that can support ongoing business growth.