Video Content Creator Job Description Elevate Education is looking for a creative, energetic and performance-driven Video Content Creator to create engaging video content primarily for TikTok and YouTube, with a strong focus on Myanmar Gen Z audiences. This is not simply a Video Editor or Videographer position. We are looking for a full-cycle content creator who can take ownership from Idea → Hook → Script/Storyboard → Shoot → Edit → Publish → Analyze → Improve. The successful candidate should understand what makes young audiences stop scrolling, continue watching, engage and share. The role requires someone who can turn education, university, student-life and promotional information into content that is useful, entertaining and genuinely worth watching. Location: Yangon Employment Type: Full-Time Reports To: Assistant Marketing Manager Salary: MMK 700,000–900,000 per month Experience: 1–3 years preferred Working Hours: Monday–Friday, 8:30 AM–5:00 PM, with flexibility for events and scheduled shoots 1. Full-Cycle Video Content Creation Take ownership of video content from initial idea through final delivery and publishing. Research topics, develop concepts, create hooks, write scripts/storyboards, plan shoots, film and edit. Produce content primarily for TikTok and YouTube Shorts, together with longer-form YouTube content when required. Maintain strong standards for storytelling, pacing, audio, lighting, captions, visual quality and overall viewer experience. Deliver content consistently according to agreed production schedules and KPIs. 2. Content Research & Idea Generation Continuously research TikTok, YouTube, Myanmar youth culture, emerging formats and relevant content trends. Identify trends early and determine how Elevate can participate naturally and appropriately. Research international education, student, lifestyle and youth content for inspiration and adapt relevant ideas for Myanmar audiences. Test different hooks, storytelling approaches, formats and creative styles. 3. TikTok & YouTube Content Produce a variety of video formats including: TikTok videos and YouTube Shorts. Educational and informative content. University and program explainers. Scholarship and admission content. Student testimonials and interviews. Student-life and lifestyle content. Campus and school visit content. Counselor/expert-led videos. University representative interviews. Trend-based and reactive content. Influencer/collaboration content. Event highlights. Behind-the-scenes content. Campaign and promotional videos. Longer-form YouTube videos. Not every video should feel like an advertisement. The creator should understand how to build audience attention and trust by creating useful, entertaining and interesting content, while supporting Elevate’s wider marketing and business objectives. 4. Shooting & Production Confidently operate smartphones, cameras, microphones, lighting and other production equipment. Plan efficient shooting sessions and batch-produce content where appropriate. Direct students, counselors, employees, university representatives and other participants during shoots. Maintain and use company production equipment responsibly. Recommend additional equipment, software or production tools when genuine improvements are required. 5. Video Editing & Post-Production Edit engaging short-form videos with strong pacing and viewer retention. Edit longer-form YouTube videos when required. Add subtitles/captions, music, sound effects, graphics and other appropriate creative elements. Perform basic color correction and audio improvement. Understand platform-specific aspect ratios, formats and export requirements. Use tools such as CapCut, Adobe Premiere Pro or equivalent professional editing software. Advanced motion graphics, After Effects, advanced color grading or cinematography skills are advantages but are not mandatory. 6. On-Camera Content & Presentation Be comfortable appearing on camera when the concept requires it. Deliver natural presenter-style content, voiceovers, interviews, campus walkthroughs and other creator-led formats. The role does not require the successful candidate to become the permanent face of Elevate or already be an influencer. 7. Content Publishing & Optimization Upload or coordinate publishing of video content according to the content calendar. Support YouTube thumbnail creation/selection and basic YouTube SEO. Optimize TikTok and YouTube content for platform-specific viewing behavior. Maintain an organized library of raw footage, project files and completed content. Ensure content is correctly archived and reusable for future campaigns. Community management, responding to every message/comment, paid advertising and lead handling are not the primary responsibilities of this role. 8. Content Analytics & Continuous Improvement Regularly review video performance after publishing. Monitor views, reach, watch time, retention/completion rate, engagement and other relevant metrics. Monitor contribution to TikTok follower and YouTube subscriber growth. Identify which hooks, topics, formats and creative approaches perform best. Present relevant observations and recommendations to the Assistant Marketing Manager. The creator is accountable for the performance of their video content, while overall marketing and enrollment performance remains a broader team responsibility. 9. Content Output & KPI Ownership The position is KPI-driven and is expected to maintain consistent production without sacrificing content quality. Initial content expectations include: Minimum 1 original short-form video per working day, approximately 20–22 videos per month. Approximately 2 longer-form YouTube videos per month, subject to production complexity and marketing priorities. Additional event/campaign content according to the Marketing calendar. Efficient repurposing of major shoots into multiple useful content pieces where appropriate. Uploading the same video to TikTok and YouTube Shorts does not automatically count as two separate original content productions. Performance will be evaluated using a combination of output, consistency, content quality, retention/watch time, engagement, audience growth, experimentation and business contribution, rather than views alone. 10. Event & Field Content Produce content from Elevate seminars, education fairs, school activities, university visits, representative visits, branch activities and other relevant events. Conduct domestic field shoots in Yangon, Mandalay and other Myanmar locations when required. Be reasonably flexible for occasional evening/weekend events and scheduled shoots according to company working arrangements. Overseas travel is not a standard requirement or entitlement. Selected business-travel opportunities may become available based on performance, experience and company requirements. 11. Content Participants & Collaboration Proactively identify suitable people to feature in content. Coordinate with counselors, students, alumni, employees, university representatives and other suitable participants. Coordinate production requirements with relevant Marketing and internal teams. Work collaboratively with designers, marketers and other team members. Support company-wide activities and other reasonable responsibilities assigned by Management when required. 12. Creative Independence & Brand Responsibility Work within the overall marketing direction established by the Assistant Marketing Manager. Proactively develop and execute routine content without requiring detailed instructions for every video. Develop greater creative independence after demonstrating strong judgment and understanding of Elevate’s brand. Respond quickly to relevant trends when appropriate. Escalate sensitive, controversial, high-risk or major brand content for approval before publication.
Finance & Accounting Executive Job Description Elevate Education is looking for an experienced, analytical and commercially minded Finance & Accounting Executive to take ownership of the company’s Finance function. This is not a traditional accounting-only position. The successful candidate must have strong hands-on accounting fundamentals while also being capable of financial control, budgeting, cash-flow forecasting, management reporting, financial analysis and business decision support. The role reports directly to CEO / Management, supervises the Accountant, and is expected to develop toward a future Financial Controller / Finance Manager position as the company grows. Location: Yangon Employment Type: Full-Time Salary: MMK 700,000–800,000 per month Working Hours: Monday–Friday, 8:30 AM–5:00 PM Accounting & Financial Operations Take ownership of accurate and timely accounting operations. Maintain and review accounting records, general ledger, income and expense records. Manage accounts payable and accounts receivable. Perform and review bank and cash reconciliations. Review invoices, receipts and supporting documents. Monitor petty cash and employee advances. Support monthly and year-end closing. Maintain accurate and organized financial documentation. Supervise and review the work of the Accountant. Remain hands-on and perform accounting work directly when necessary. Budget & Spending Control Monitor approved budgets by department and spending category. Check significant spending requests against available budgets before commitment or payment. Track Budget, Actual Spend, Committed Spend, Remaining Budget and Forecast. Identify overspending, unusual expenditure and significant variances. Work directly with department heads to understand and challenge budget variances. Provide financial recommendations before significant expenditure. Hold payment processing where required approvals or supporting documents are incomplete. Escalate material financial-control issues to Management. Help departments understand their remaining budgets and financial limitations. Finance provides financial control and recommendations; final business spending decisions remain with authorized Management. Cash Flow, Treasury & Payment Planning Maintain clear visibility of company bank and cash balances. Maintain upcoming payment schedules and financial commitments. Prepare and verify payments for authorized approval. Monitor payroll and other critical financial obligations. Maintain a rolling 1–3 month cash-flow forecast. Identify potential cash shortages before they occur. Recommend timing, prioritization, reduction or postponement of expenditure when necessary. Immediately escalate significant liquidity risks. Maintain appropriate segregation between payment preparation, checking and final authorization. Budgeting & Financial Forecasting Work with department leaders to prepare annual and periodic financial plans. Consolidate revenue assumptions, headcount/payroll plans, marketing and event budgets, partnership/travel expenditure, branch costs, office expenses, vehicles/equipment, technology/software and expansion costs. Translate business plans into Revenue Forecast, Expense Budget, Profit/Loss Forecast and Cash-Flow Forecast. Monitor actual financial performance against approved budgets and forecasts. Financial Analysis & CEO Decision Support Provide objective financial analysis for important Management decisions such as purchasing vehicles/equipment, hiring employees, increasing marketing budgets, running major events, opening branches, taking new office space, entering supplier contracts, purchasing software or expanding into new business lines. Evaluate cash availability, future cash flow, budget impact, ongoing costs, expected return/benefit, alternatives, risks and opportunity cost. Where appropriate, provide a clear conclusion: Recommend / Do Not Recommend / Recommend With Conditions. Provide objective financial advice in the best interests of the company, even when the financial evidence does not support Management’s initial preference. Professionally challenge Management decisions where significant financial risks or better alternatives are identified. Final business decisions remain with Management. Revenue, Commission & Profitability Analysis Track revenue by relevant university, program, business line and branch. Reconcile student enrollment information with expected university commissions. Track commissions earned, invoiced, received and outstanding. Monitor expected commission payment dates and follow up internally on overdue or missing revenue. Compare expected revenue against actual revenue. Work with Counseling/Commercial teams to translate enrollment pipelines into realistic financial forecasts. Analyze profitability or contribution where reliable data is available. Identify areas where spending is not producing sufficient business results. Management Reporting & CEO Finance Dashboard Complete month-end closing and management reporting within a target of 7 working days once the Finance system is properly established. Prepare a concise monthly Finance Dashboard covering Cash Position, Revenue, Expenses, Profit/Surplus, Receivables, Payables, Budget vs Actual, Cash-Flow Forecast, Major Variances and Financial Risks. Explain what happened, why it happened, what is likely to happen next and what Management should consider doing. Report significant financial risks immediately rather than waiting for month-end. Financial Risk & Early Warning Proactively identify risks including declining cash reserves, revenue below forecast, excessive manpower-cost growth, department overspending, marketing spending without sufficient returns, overdue commissions, increasing receivables, branch cost overruns, upcoming payment concentrations and unusual transactions. Present identified risks together with potential consequences and recommended actions. Proactively investigate unusual financial trends without waiting for Management instructions. Payroll & Manpower Cost Control Work with People Operations on the financial side of payroll and workforce planning. Calculate/process payroll based on verified employee information and approved changes. Verify payroll accuracy. Monitor total manpower costs and payroll budget versus actual. Calculate financial impact of planned recruitment, salary increases and employee benefits. Forecast future manpower costs. Advise Management whether planned headcount growth is financially sustainable. People Operations owns employee information and people processes; Finance owns financial calculation, control and analysis. Financial Controls, Systems & Process Improvement Strengthen payment, expense-control and internal-control procedures. Improve the chart of accounts and financial classifications. Improve budgeting, cash-flow and management-reporting systems. Develop and maintain Finance SOPs. Improve digital financial documentation and approval trails. Use technology, automation and AI appropriately to reduce repetitive work and improve financial analysis. Identify weaknesses in existing Finance processes and recommend solutions. Do not simply operate the Finance system inherited; continuously improve it for company growth. Tax, Audit & External Adviser Coordination Maintain records required for tax and statutory requirements. Track relevant filing/payment deadlines. Coordinate with external accountants, auditors, tax advisers, financial consultants and financial advisory firms. Coordinate information required from other departments. Support implementation of agreed recommendations from external professionals. Confidentiality & Financial Integrity Maintain strict confidentiality regarding company cash positions, salaries, revenue, contracts, banking information and other sensitive financial information. Maintain professional integrity, accurate records and appropriate financial access controls at all times. Perform other reasonable Finance, business-support or company responsibilities assigned by Management when required.
Job Description Department: Marketing Reports To: Management / CEO Vacancy: 1 Position Working Hours: Monday–Friday, 8:30 AM–5:00 PM, with flexibility for major campaigns, events and business travel. About the Role Elevate Education is looking for an experienced, commercially minded and highly execution-focused Assistant Marketing Manager to lead the day-to-day Marketing function across Elevate Education and our growing portfolio of education brands and business units. This is a hands-on management position. The successful candidate will lead marketing people, develop plans, manage campaigns, generate leads, oversee content and digital execution, manage paid advertising, oversee events/outreach, develop KOL and influencer relationships, analyze performance and help build the Marketing Team as Elevate grows. Marketing at Elevate is not measured only by reach, views or engagement. The AMM must connect marketing activity to qualified inquiries, leads, applications, enrollments and sustainable business growth. We are looking for someone with the experience, maturity and leadership capability to earn the confidence of the existing team and take genuine ownership of marketing execution. Key Responsibilities 1. Lead the Marketing Function Lead day-to-day operations of the Marketing Department. Translate company growth objectives into practical marketing priorities and activities. Assign responsibilities, deadlines and KPIs to team members. Monitor execution, quality and timeliness and follow up proactively. Conduct regular marketing meetings and performance reviews. Identify execution gaps and resolve them quickly. Lead the function rather than simply coordinate tasks assigned by Management. 2. Multi-Brand Marketing Management Coordinate marketing across Elevate’s core brand and growing education brands/business units. Understand the target audience, positioning and commercial objectives of each brand. Develop appropriate approaches for different audiences and business stages. Prioritize marketing resources across established and growing businesses. Prevent duplicated campaigns, conflicting communication and inconsistent brand execution. 3. Marketing Strategy & Campaign Planning Develop annual, quarterly and monthly marketing plans aligned with growth targets. Develop campaigns for brands, programs, products and recruitment periods. Define audiences, channels, campaign concepts, objectives and KPIs. Build integrated plans across social media, content, paid advertising, events, outreach, video, influencers/KOLs, partnerships and online/live activities. Present plans and recommendations to Management. 4. Lead Generation & Commercial Performance Set and monitor lead-generation targets by campaign, channel and brand. Monitor marketing-generated inquiries, leads, lead quality and source performance. Monitor event registrations, attendance and leads. Work closely with the Commercial Team to understand lead quality and downstream results. Allocate marketing effort toward activities producing stronger commercial outcomes. The AMM is not responsible for individual Education Counselors’ sales conversion, but must understand the full commercial journey: Marketing Activities → Inquiries → Leads → Counselor Handover → Applications → Enrollments 5. Paid Advertising & Digital Performance Develop and oversee paid advertising across Meta/Facebook, TikTok, Google, YouTube and other relevant channels. Determine campaign objectives, audiences and proposed budgets. Monitor leads, CPL and other relevant performance metrics. Test audiences, creatives, messages and campaign approaches. Coordinate internal employees, agencies or specialists where applicable. Remain accountable for marketing oversight and performance even when another person operates the advertising platforms. 6. Content Strategy & Marketing Quality Lead overall content and campaign direction across company brands. Brief Content Marketing Executives, Designers, Video staff and other team members. Maintain appropriate content calendars and ensure timely execution. Identify content gaps and improve output using performance data. Education Information Approval: University programs, tuition fees, scholarships, admission requirements, visa information and other education facts must be verified by the relevant Education/Commercial subject-matter owner before publication. Required workflow: Marketing Creation → Education/Commercial Fact Verification → Required Management Approval → Publication The AMM owns marketing quality and execution; the authorized subject-matter owner owns factual education accuracy. 7. Events, Outreach, KOLs & Influencers Oversee marketing strategy and performance for education fairs, seminars, university events, school activities, webinars, mall activations, exhibitions and outreach. Set event attendance and lead-generation KPIs. Monitor registrations and intervene when performance is below target. Evaluate events based on attendance, leads, cost and commercial results. Identify and build relationships with relevant KOLs, influencers, creators, media, youth communities and event organizers. Build an ongoing external marketing network rather than sourcing partners only when urgently needed. 8. Marketing Budget & Cost Control Prepare proposed marketing, campaign, advertising, event and collaboration budgets. Monitor approved expenditure and compare spending with expected outcomes. Coordinate with Finance and maintain appropriate documentation. Identify opportunities to improve marketing efficiency. Research, negotiate and recommend spending, but follow company authorization procedures for all financial commitments. 9. Team Leadership & Development Directly manage and develop Marketing employees. Establish individual/team responsibilities, deadlines and KPIs. Review performance and provide constructive feedback. Coach employees and identify training/development needs. Develop stronger specialists and potential future leaders. Earn team respect through marketing knowledge, judgment, work ethic and leadership—not simply job title. 10. Build the Marketing Team Work with Management to identify required future marketing capabilities and positions. Work with Talent Acquisition/HR on Marketing recruitment. Review shortlisted candidates and participate in interviews. Assess experience, portfolios and practical assignments. Help onboard employees and establish responsibilities, workflows and KPIs. 11. Hands-On Execution This is especially important during Elevate’s current growth stage. The AMM must personally step into execution when necessary, including campaign planning, briefs, content ideas, copy/creative review, campaign checks, performance analysis, events, vendor/influencer coordination and urgent execution problems. We are not looking for a manager who only delegates, attends meetings and waits for employees to execute everything. 12. Reporting, Analytics & Collaboration Prepare regular marketing performance reports and maintain visibility of key KPIs. Identify trends, problems and opportunities and present clear recommendations to Management. Work closely with CEO/Management, Commercial, Education Counselors, Local Partnership, Student Service, Finance, HR, Operations and other teams. Develop/improve Marketing SOPs, workflows, tools and systems. Monitor competitors and identify new channels and growth opportunities. Support new brand/business launches and other reasonable responsibilities assigned by Management. Key Performance Expectations Performance may include: Marketing-generated leads and lead quality Cost per lead and paid advertising performance Campaign performance against target Event registrations, attendance and leads Marketing budget efficiency Team KPI achievement and employee development Growth-brand marketing performance Exact targets may vary by brand, campaign and business period.
Talent Acquisition Executive Job Description Company: Elevate Education Department: People Operations Location: Yangon, Myanmar Employment Type: Full-Time Reports To: People Operations Executive Works Closely With: Department Leaders, Management & Marketing Team Salary: MMK 700,000–900,000 per month Vacancy: 1 Position Working Hours: Monday–Friday, 8:30 AM–5:00 PM About the Role Elevate Education is looking for an experienced, proactive and results-driven Talent Acquisition Executive to take ownership of recruitment across the company. This is not a recruitment administration position. The successful candidate will be responsible for finding, attracting, assessing and securing strong candidates across Yangon, Mandalay and future company locations. We need an active recruiter who can source and approach candidates directly, build talent pipelines, manage multiple vacancies and continuously improve recruitment results. Speed matters, but hiring quality comes first. The objective is not simply to fill vacancies—it is to hire the right people. Key Responsibilities 1. End-to-End Recruitment Own recruitment from approved vacancy through accepted offer and confirmed joining. Understand hiring requirements with People Operations and department leaders. Prepare/improve JDs and recruitment advertisements. Select appropriate recruitment channels. Source, screen and shortlist candidates. Conduct initial HR interviews. Coordinate technical interviews, assessments and practical tests. Collect and document interviewer feedback. Conduct reference/employment checks where required. Coordinate offers and candidate negotiations within approved parameters. Follow up through offer acceptance and confirmed joining. Hand successful hires over to People Operations for onboarding. The TA Executive is accountable for moving vacancies toward successful hires—not simply completing recruitment activities. 2. Active Sourcing & Headhunting Active sourcing is a core requirement. The TA Executive must not depend only on applications from vacancy advertisements. Sourcing may include: Direct candidate search and outreach LinkedIn and professional networks Recruitment platforms and communities Employee referrals Universities and career centers Recruitment agencies/headhunters where appropriate Other relevant sourcing channels When one channel fails to produce qualified candidates, the Executive must change the approach and find alternatives. “Not enough suitable people applied” is not a sufficient recruitment strategy. 3. Screening & Candidate Assessment Conduct structured initial screening covering: Relevant experience and career history Motivation and career direction Salary expectations and availability Reasons for leaving previous positions Working style and potential cultural alignment Concerns, inconsistencies and overall suitability The TA Executive should filter out clearly unsuitable candidates before they consume department leaders’ or Management’s time. Department leaders remain responsible for technical/functional assessment. 4. Hiring Quality & Recruitment Targets Manage approved vacancies against agreed priorities and timelines. Maintain sufficient qualified candidate pipelines. Identify difficult-to-fill positions early. Protect hiring standards even when vacancies are urgent. Recommend continuing the search when available candidates do not meet the required standard. Weak candidates should never be recommended simply to close a vacancy or achieve a time-to-fill target. 5. Candidate Experience & Offer Management Maintain professional candidate communication throughout recruitment. Schedule interviews efficiently and keep candidates appropriately updated. Follow up quickly with strong candidates. Understand candidate motivations and expectations. Discuss salary expectations early. Present the company, role, benefits and career opportunities professionally. Track rejected offers and candidate withdrawals. Prevent strong candidates from being lost because of poor follow-up. The TA Executive cannot independently change approved compensation, benefits or employment terms. 6. Talent Pipeline & Workforce Planning Build pipelines before vacancies become urgent. Maintain databases of strong previous and potential candidates. Develop talent pools for recurring and critical positions. Review expected 6–12 month hiring requirements with People Operations. Identify difficult talent markets and research salary/candidate availability. Recommend recruitment timing and sourcing strategies. People Operations owns the workforce plan; Talent Acquisition converts that plan into a forward-looking recruitment pipeline. 7. Recruitment Marketing & Talent Networks Improve recruitment advertisements and vacancy positioning. Work with Marketing on recruitment campaigns and employer-branding content. Support employee-referral initiatives. Build relationships with universities, career centers and professional communities. Develop relationships with agencies and independent recruiters. Recommend specialist recruiters/headhunters for difficult roles when appropriate. 8. Recruitment Tracking & Reporting Maintain a professional recruitment tracker or ATS-style pipeline showing: Position → Source → Stage → Status → Interview Result → Next Action → Timeline Prepare weekly recruitment reporting covering: Open vacancies and hiring targets Qualified candidate pipelines Interviews and assessments Offers and successful hires Expected joining dates Time-to-fill Difficult vacancies and bottlenecks Channel performance Priorities for the following week Management should be able to quickly understand where every important vacancy and serious candidate stands. 9. Recruitment Analytics Track recruitment performance across: Source → Applicants → Qualified Candidates → Interviews → Offers → Hires → Probation Success Identify channels producing stronger candidates. Track recruitment costs where applicable. Monitor offer acceptance and candidate drop-off. Use recruitment data to continuously improve hiring. 10. Process Improvement & Technology Improve screening, interview and recruitment workflows. Maintain recruitment SOPs. Improve candidate databases and tracking systems. Use technology and AI appropriately for sourcing, research, screening support and administration. Automate repetitive work where practical. Improve time-to-hire without lowering standards. Technology should enable the TA Executive to spend more time finding and assessing strong candidates, not simply processing administration. 11. Branch Recruitment Support recruitment across Yangon, Mandalay and future company locations. Build local candidate pipelines for branch vacancies. Work with branch leaders on hiring requirements. Key Performance Expectations Performance will be evaluated through: Successful Hires & Vacancy Fulfillment – 30%: Achievement against approved hiring plans and priority vacancies. Quality of Hire – 25%: Probation success, early retention, hiring-manager feedback and quality of shortlisted candidates. Time-to-Fill – 15%: Progress against agreed hiring timelines without compromising quality. Qualified Pipeline & Active Sourcing – 10%: Strength of pipelines and proactive generation of qualified candidates. Offer Acceptance – 10%: Ability to engage and successfully close suitable candidates. Recruitment Operations & Candidate Experience – 10%: Tracker accuracy, reporting, communication, coordination and process discipline. Total: 100% Activities such as CVs sourced or interviews arranged may be monitored, but activity alone is not recruitment success. Additional Responsibilities Participate in People Operations and workforce-planning meetings where appropriate. Support company recruitment initiatives and activities. Maintain professional recruitment documentation. Stay informed about recruitment trends and candidate-market conditions. Support reasonable company activities when required. Perform other reasonable duties assigned by the People Operations Executive or Management.
People Operations Executive Job Description Company: Elevate Education Department: People Operations Location: Yangon, Myanmar Employment Type: Full-Time Reports To: Management / CEO Directly Supervises: Talent Acquisition Executive & Administration & Facilities Executive Salary: MMK 800,000–1,000,000 per month Vacancy: 1 Position Working Hours: Monday–Friday, 8:30 AM–5:00 PM About the Role Elevate Education is looking for an experienced, mature and leadership-driven People Operations Executive to lead and strengthen our People function as the company grows. This is not a traditional HR/Admin position. The successful candidate will take ownership of the employee lifecycle, performance management, employee development, engagement and retention, people data, workforce planning and employee relations. The position also directly supervises the Talent Acquisition Executive and Administration & Facilities Executive while remaining hands-on with key People Operations responsibilities. We want someone who can build systems, develop people, hold managers accountable and provide professional People advice to Management—not someone who simply processes HR paperwork. Key Responsibilities 1. People Operations Leadership Lead the company’s day-to-day People Operations function. Supervise, coach and develop the Talent Acquisition Executive and Administration & Facilities Executive. Set priorities, responsibilities and KPIs for the People team. Review performance and resolve escalated issues. Identify weaknesses in People processes and implement improvements. Provide professional recommendations while remaining hands-on when required. 2. Onboarding & Probation Own the company-wide onboarding and probation process. Coordinate employee documentation, contracts, orientation and onboarding preparation. Ensure new employees understand company policies, culture and expectations. Coordinate department onboarding/job-specific training with relevant managers. Maintain probation timelines, check-ins and documentation. Ensure managers complete probation reviews on time. Department leaders remain responsible for technical/job-specific training and assessment of actual job performance. 3. Performance Management Own and enforce the company-wide performance-management system. Maintain review schedules, processes and documentation. Ensure departments maintain appropriate documented KPIs. Coordinate Performance Improvement Plans (PIPs) where required. Identify recurring performance-management issues. Department leaders own employee performance. People Operations owns the system, process, documentation, deadlines and accountability. 4. Engagement, Culture & Retention Monitor employee engagement, morale and retention risks. Conduct structured employee/probation check-ins and pulse checks. Identify concerns involving management, workload, compensation, development or workplace experience. Analyze turnover and resignation patterns. Identify high-performing employees requiring development or retention attention. Recommend practical improvements to Management. 5. Learning & Development Own the company-wide Learning & Development system. Identify development needs with department leaders. Maintain training plans, calendars and records. Coordinate internal/external training and track completion. Coordinate development in leadership, management, communication, productivity and workplace professionalism. Department leaders/subject-matter experts remain responsible for technical and functional training. 6. Employee Relations & Discipline Handle employee concerns, conflicts and appropriate investigations professionally and confidentially. Coordinate with relevant managers on attendance, misconduct, poor performance and policy violations. Maintain appropriate documentation and records. Coordinate warnings and PIPs where required. Escalate serious cases to Management. Coordinate with legal advisors when professional legal guidance is required. Major disciplinary and termination decisions remain subject to Management approval. 7. Salary Reviews, Promotions & Career Development Coordinate structured salary-review and promotion processes. Maintain salary/promotion history and annual review schedules. Collect performance recommendations from department leaders. Document approved changes and coordinate them with Finance. Management retains final approval for salary adjustments and promotions. 8. HRIS, People Data & Analytics Maintain accurate and confidential employee information covering headcount, contracts, probation, attendance/leave, salary/promotion history, performance reviews, training, employee relations, resignations and turnover. Prepare a regular People Dashboard covering areas such as: Headcount | Hiring | Turnover | Vacancies | Probation | Attendance | Performance Reviews | Training | Retention Risks | Key People Issues The Executive should turn People data into useful management insight—not simply maintain records. 9. Workforce & Headcount Planning Maintain current/planned organization charts. Coordinate manpower requirements with department leaders. Track approved versus actual headcount and upcoming workforce gaps. Coordinate approved hiring requirements with Talent Acquisition. Monitor recruitment progress against manpower plans. Provide Management with clear visibility of headcount growth. 10. Attendance, Leave & Payroll Coordination Own attendance and leave administration. Maintain accurate records and identify repeated lateness or unusual absence patterns. Ensure leave procedures follow company policy. Prepare and verify employee-related payroll inputs. People Operations: attendance, leave, new hires, resignations, approved salary changes/promotions and other approved employee adjustments. Finance: payroll calculation, financial controls and salary payment. 11. Contracts, Policies & Compliance Coordinate employment contracts and employee documentation. Maintain complete, confidential personnel files. Maintain the latest approved Employee Handbook and People policies. Identify policies/processes requiring updates. Coordinate updates with Management and legal advisors. Maintain working knowledge of relevant Myanmar employment practices. 12. Offboarding & Exit Analysis Manage resignation and offboarding processes. Track notice periods, handovers, company-property and system/account clearance. Update employee records and coordinate required information with Finance. Conduct exit interviews where appropriate. Analyze reasons for resignation and recurring turnover patterns. Recommend retention, management or workplace improvements. Finance remains responsible for final financial settlement calculations. Key Performance Expectations Performance may include: Onboarding and probation completion Performance-review completion and manager compliance Employee engagement and retention People data/HRIS accuracy People Dashboard quality and timeliness Training and employee-development execution Employee-relations case management Attendance and leave accuracy Salary-review/promotion process completion Workforce/headcount-plan tracking Talent Acquisition performance Administration & Facilities performance Branch People Operations consistency People-process improvements Quality of recommendations to Management People Operations is not evaluated simply by achieving the lowest possible turnover. The objective is to retain strong employees, develop good people, address poor performance properly and understand why valuable employees leave. Additional Responsibilities Maintain strict confidentiality of employee/company information. Participate in relevant Management and department meetings. Support organizational changes and company-wide initiatives. Coordinate professionally with Finance, managers and external advisors. Support company activities when reasonably required. Perform other reasonable duties assigned by Management.
Graphic Designer Job Description Company: Elevate Education Department: Marketing Location: Yangon, Myanmar Employment Type: Full-Time Reports To: Assistant Marketing Manager Creative Guidance & Review: Senior Graphic Designer Works Closely With: Content Marketing Executives, Senior Graphic Designer, Social Media Coordinator, Event & Marketing Team, Management & other relevant teams Salary: MMK 600,000–800,000 per month Vacancy: 1 Position Working Hours: Monday–Friday, 8:30 AM–5:00 PM About the Role Elevate Education is looking for an experienced, creative and fast-moving Graphic Designer – Growth Brands to support our growing portfolio of education brands and business units. This is not a junior or template-based design position. The successful candidate will turn marketing ideas and content into high-quality visual communication across digital, social media, advertising, events, print and other marketing channels. The Designer will primarily support Growth Brands with different audiences, positioning and visual identities. We are looking for someone who combines strong design fundamentals, original creative thinking, professional technical skills and fast execution. At Elevate, both quality and speed matter. Key Responsibilities 1. Marketing Graphic Design Create professional visual materials including: Social-media graphics and carousels Campaign key visuals and digital advertisements University, program and scholarship promotions Event promotions Posters, flyers and brochures Banners, standees, backdrops and booth materials Presentations and infographics Promotional materials and merchandise artwork Other digital, print and physical marketing materials The Designer should be versatile across formats rather than specializing only in social-media posts. 2. Creative Development Content Marketing Executives may provide: Content + Objective + Key Message + Audience + Creative Brief The Designer is expected to transform this into a strong visual solution by: Selecting appropriate typography, imagery and graphic elements. Adapting creative direction to the intended audience. Turning complex information into clear visual communication. We do not expect other team members to tell the Designer where every headline, image and graphic element should be placed. 3. Growth Brand Visual Identity Work across multiple brands with different audiences and visual identities. Understand and follow each brand’s visual direction and guidelines. Support improvements to visual identities with the AMM, Senior Graphic Designer and Management. Maintain campaign consistency while adapting appropriately to different audiences. Do not independently change major brand-identity elements without approval. 4. Originality & Creative Integrity Designers may use Behance, Pinterest, international brands, competitors, design publications and current trends for research and inspiration. However, final work must demonstrate genuine original design thinking. Copying competitors, reproducing existing artwork, changing only logos/colors, excessive template dependency or presenting copied concepts as original work is unacceptable. 5. Collaboration & Creative Workflow Work closely with the two Content Marketing Executives, AMM and Senior Graphic Designer through a typical workflow: Content/Brief → Design Development → Review → Revision → Required Content/University Approval → Final Design → Publication Ask useful questions when genuinely necessary. Suggest stronger visual approaches where appropriate. Deliver according to agreed timelines. Work as part of a creative production team rather than in isolation. 6. Productivity & Deadline Management For normal social-media/design work, the general benchmark is approximately 4 standard design outputs per working day. This is a benchmark, not a rigid quota or maximum. Expected output depends on complexity. A simple social graphic is not equivalent to a brochure, campaign key visual, complex carousel, infographic or large-format event artwork. Target approximately 95%+ completion within agreed deadlines, subject to reasonable changes in complexity, dependencies and priorities. Continuously improve speed, efficiency and quality. 7. Digital, Print & Production Design Design mobile-first social content with strong hooks, readability, hierarchy, CTA visibility and brand recognition. Prepare brochures, posters, banners, standees, backdrops, booth materials, signage and other print collateral. Prepare technically correct production files, including dimensions, resolution, bleed/safe areas, appropriate color settings and print-ready exports. Prepare large-format artwork and packaged files where necessary. Communicate with printing/production vendors regarding technical artwork specifications when required. Purchasing and expenditure approvals remain with authorized teams/Management. 8. Photo Manipulation & Image Enhancement Demonstrate strong practical image-editing skills including: Background removal/replacement Retouching and image correction Compositing Image enhancement Improving ordinary source material into polished marketing visuals 9. Professional & AI-Assisted Design Tools Candidates must demonstrate professional design capability using appropriate tools such as Adobe Photoshop, Illustrator, InDesign, Figma or other professional creative software. The Designer should also be comfortable using modern AI-assisted tools for concept exploration, image generation/extension, background creation, object creation/removal, enhancement, mockups and production efficiency. AI should increase creative possibilities and productivity—not replace fundamental design ability. The Designer remains responsible for final quality, originality and suitability. Basic motion-graphics capability, such as simple promotional animation or After Effects skills, is an advantage but not mandatory. 10. Quality Control The Designer must carefully check work before submission, including: Spelling and information Correct logos/brand assets Dimensions Alignment/layout Image quality File versions Export settings Visual consistency Repeated avoidable errors will affect performance evaluation. Changes caused by updated information or subsequent Counselor, university or Management feedback are not considered Designer errors. 11. Senior Designer Guidance The Designer formally reports to the Assistant Marketing Manager while receiving creative guidance and review from the Senior Graphic Designer. The Senior Graphic Designer may review quality, provide creative feedback, guide brand consistency, recommend revisions, mentor the Designer and help improve speed and quality. The successful candidate must be receptive to professional critique and capable of applying feedback constructively. 12. File & Asset Management Maintain editable/source and final approved files. Use professional file naming and version control. Maintain reusable design assets, logos and approved visual materials. Important company design assets must not exist only on an employee’s personal device. Key Performance Expectations Performance will use a balanced framework: Deadline Achievement – 30%: approximately 95%+ on-time completion against agreed deadlines. Design Quality & Approval – 25%: creative execution, visual hierarchy, brand consistency and professional quality. Productivity & Output – 20%: approximately 4 standard outputs/working day under normal conditions, adjusted for complexity. Accuracy & Error Control – 10%: minimize preventable artwork, information, version and export errors. Responsiveness & Urgent Requirements – 10%: handle priority changes and genuine urgent work effectively. Creative Contribution & Improvement – 5%: originality, better approaches, improved efficiency and professional development.
Job Description Company: Elevate Education Department: Marketing Location: Yangon, Myanmar Employment Type: Full-Time Reports To: Assistant Marketing Manager Works Closely With: Management, Counseling Team, University Representatives, Graphic Designer, Social Media Coordinator, Video/Marketing & Commercial Teams Salary: MMK 600,000–800,000 per month Vacancies: 2 Positions Working Hours: Monday–Friday, 8:30 AM–5:00 PM About the Role Elevate Education is looking for two experienced, creative and highly productive Content Marketing Executives to develop content across our growing portfolio of education brands and business units. This is not simply a copywriting position. The CME takes ownership of content from idea and research → writing → creative direction → graphic/video development → factual review → university approval → final publication readiness. Our audiences range from teenagers and university students to young adults, postgraduate prospects, working professionals and parents. Candidates must therefore be able to adapt their tone, vocabulary, hooks, creative concepts, formats and CTAs for different audiences and brands. Both CMEs will work across assigned Growth Brands rather than permanently specializing in only one brand. Key Responsibilities 1. End-to-End Content Ownership Understand content objectives from Management, the Assistant Marketing Manager and Counseling Team. Write engaging Burmese content, captions, headlines and CTAs. Develop graphic concepts and prepare clear briefs for the Graphic Designer. Develop video concepts, scripts and content structures. Shoot/edit practical social-media videos when required. Coordinate internal factual review, revisions and external university approval. The CME’s responsibility does not end after the first draft. They own the content-development process until it is properly approved and ready to publish. 2. Content Planning, Research & Ideas Turn company and campaign direction into effective content. Research student interests, education topics, social-media trends and trending formats. Proactively propose new topics, angles and creative approaches. Maintain an organized pipeline/content bank of future ideas. We want CMEs who contribute ideas rather than waiting to be told exactly what to write. 3. Multi-Brand & Audience Adaptability Work across assigned education brands/business units according to priorities, campaigns and workload. Adapt content for teenagers, university-age students, young adults, undergraduate/postgraduate prospects, professionals and parents. Adjust tone, vocabulary, hook, formality, structure, visual direction, video style and CTA to the intended audience. Develop versatility across different brands instead of relying on one fixed social-media writing style. 4. Written & Graphic Content Develop content including social posts, university/program introductions, scholarship/study-abroad information, educational content, campaigns, event promotions, advertising copy, testimonials, student stories and other marketing materials. Content should be clear, engaging, audience-appropriate, commercially useful and accurate after verification. For graphic content, the CME will: Develop the concept, key message and copy. Determine appropriate content hierarchy/direction. Review completed designs against the content objective. The Graphic Designer owns professional visual execution; the CME owns the marketing message and content direction. 5. Video & Short-Form Content Develop TikTok/Reels/Shorts and other social-video concepts. Plan basic scenes/content structures. Coordinate employees/students appearing in videos. Perform basic short-form video editing, subtitles/text and revisions. Coordinate with professional video staff when higher production quality is required. Professional cinematic production skills are not required, but candidates should not depend on a production specialist for every simple social-media video. 6. On-Camera Flexibility Counselors or other employees may normally present education-related videos, but CMEs must be willing to appear on camera when reasonably required. This is not a full-time presenter/influencer position. The expectation is simply that useful content should not be unnecessarily delayed because another presenter is unavailable. 7. Content Accuracy & Approval International education content requires strong factual accuracy. The normal workflow is: CME Content → Counselor/Education Fact Review → University Representative Review → Revisions → Final Approval → Publication Obtain required information from relevant Counselors. Personally communicate with relevant university representatives for external content approval. Coordinate requested changes and resend revised content. Follow up professionally until final approval. Never publish education information based on assumptions when specialist verification is required. 8. University Representative & English Communication CMEs will communicate directly with international university representatives regarding content review and approval. Candidates must be able to: Write professional English messages/emails. Communicate confidently with university representatives. Understand university/program information and written feedback in English. Explain content and ask clarification questions professionally. Coordinate revisions without misunderstanding important information. Represent Elevate professionally. Strong working English is a critical requirement and may be directly assessed during recruitment. 9. Content Productivity & Pipeline Management As a general working expectation, each CME may progress approximately one content topic per working day, depending on complexity and format. A topic may include: Research + Written Content + Graphic Direction + Video Concept/Script + Review & Approval Coordination This does not simply mean writing one caption per day. Performance considers output, complexity, quality, timeliness, approval turnaround and content results. CMEs must simultaneously manage content at different stages—research, writing, design, Counselor review, university review, revision and approval—while tracking deadlines, follow-ups and bottlenecks. 10. Platform Awareness & Content Performance Understand content requirements across Facebook, TikTok, Instagram, YouTube, Telegram, LinkedIn where relevant and other company platforms. Adapt hooks, lengths, formats, captions, video structures and CTAs appropriately. Review basic content-performance data after publication. Learn from weak-performing content and audience response. The role does not end with publication. Content exists to produce a result. 11. Team Collaboration & Company Support Report to and work closely with the Assistant Marketing Manager. Participate in content planning and Marketing meetings. Follow assigned priorities, deadlines, brand guidelines and company direction. Provide progress updates and raise problems early. Work closely with Counselors, Commercial, Design, Video and Social Media teams. Occasionally support events, university visits, content capture or other teams when reasonable assistance is required. Maintain organized content files, approval records and working documents. Perform other reasonable duties assigned by the Assistant Marketing Manager or Management. Key Performance Expectations Performance may include: Content output against agreed targets Content quality and accuracy Approximately one content topic/working day where reasonably achievable On-time completion and approval turnaround Quality of writing, graphic briefs and video/scripts Content performance Audience/brand adaptability University communication and approval management Content pipeline organization Proactive content ideas Reliability and Marketing Team collaboration Exact targets may vary according to content complexity, campaigns and business priorities.
Partnership Operations Coordinator Job Description Company: Elevate Education Department: Local Partnership Location: Yangon, Myanmar Employment Type: Full-Time Reports To: Local Partnership Team Leader / Management Works Closely With: Partnership Executives, Commercial, Finance, Marketing & Administration Teams Salary: MMK 600,000–800,000 per month Vacancy: 1 Position Working Hours: Monday–Friday, 8:30 AM–5:00 PM About the Role Elevate Education is looking for an experienced, highly organized and detail-oriented Partnership Operations Coordinator to manage the operational backbone of our Local Partnership Team. Our Partnership Executives spend significant time in the field developing school relationships, visiting partners and generating student referrals. The Coordinator ensures that the systems, schedules, records, documentation, logistics and follow-ups behind these activities are properly managed. This is not simply a data-entry or general administrative position. The successful candidate will take ownership of the school database, partnership pipeline, visit schedules, MOU documentation, referral records, materials, logistics, follow-up systems and performance reporting. The objective is simple: Keep the Partnership Team organized, informed and moving so field team members can spend more time building relationships and generating results. Key Responsibilities 1. School & Partnership Database Own and maintain a complete, accurate and up-to-date master database of partner and prospective schools. Maintain school details, contacts, assigned Partnership Executive, partnership/MOU status, last contact/visit, next follow-up, referrals and relevant relationship information. Identify and correct duplicate, incomplete, outdated or inconsistent records. Ensure information is professional, structured and easily usable by the Partnership Team and Management. Treat the school and partnership database as an important company business asset. 2. Partnership Pipeline & Activity Tracking Maintain visibility across the partnership journey: Schools Contacted → Appointments → Meetings/Visits → Follow-Ups → MOUs → Referrals → Applications → Enrollments Record new schools, appointments, visits, follow-ups and partnership status. Track active/inactive schools and MOU progress. Maintain referral records and coordinate visibility of applications/enrollments generated from partner schools. Identify missing information and follow up for correction. Partnership Executives provide accurate field information; the Coordinator ensures overall records remain complete, organized and usable. 3. Follow-Up & Reminder System Maintain upcoming follow-up and school-visit dates. Identify overdue visits, follow-ups, appointments and pending MOUs. Flag inactive schools requiring attention. Remind responsible Partnership Executives of upcoming or overdue actions. Escalate significant overdue items or repeated delays to the Team Leader when appropriate. Proactively identify what needs to happen next rather than simply recording historical activity. 4. Appointment & School Visit Coordination Contact schools by phone/message for routine appointment arrangements. Prepare required documents, brochures, MOU packs, approved gifts and other materials. Coordinate transportation, company vehicles and drivers where required. Ensure Partnership Executives have the necessary information/materials before visits. Partnership Executives may also arrange appointments directly. The objective is to increase productivity and completed school visits, not restrict appointment-setting to one person. 5. MOU & Partnership Documentation Prepare approved MOU templates and complete school information accurately. Prepare documents for signing and maintain clear MOU status records. Maintain appropriate document naming, version control and physical/digital filing. Keep the Partnership Team and Management informed of pending/completed MOUs. Partnership Executives own relationship development and partnership discussions; the Coordinator owns the supporting operational administration. 6. School Referral Coordination Record student referrals received from partner schools. Ensure correct school/source attribution and essential student information. Coordinate timely handover to the appropriate Commercial/Counseling team. Reconcile Partnership referral information with application/enrollment records where required. Counselors remain responsible for counseling and conversion after proper handover. 7. School Incentive & Finance Coordination Maintain supporting school/referral records for approved incentives or rewards. Keep Partnership records aligned with confirmed payment information. Finance remains responsible for financial verification, controls and payment processing. The Coordinator does not approve company payments. 8. Partnership Materials & Logistics Maintain visibility of brochures, MOU packs, school gifts, promotional/event materials and other Partnership resources. Coordinate replenishment with Marketing, Administration or relevant teams. Ensure field employees have required materials before scheduled activities. 9. Reporting & Operational Analysis Prepare accurate weekly/monthly Partnership reports covering schools contacted, appointments, visits, follow-ups, MOUs, active partners, referrals, applications, enrollments and other relevant KPIs. Provide clean information and useful observations to support Team Leader/Management decisions. 10. School Activities & Cross-Team Coordination Support seminars, presentations, school events and Partnership activities. Occasionally attend activities where operational support is required. 11. Data Quality, Systems & Process Improvement Maintain high standards of accuracy, confidentiality and professional digital filing. Continuously improve database structures, visit planning, reminders, MOU tracking, referral tracking, reporting and checklists. 12. Occasional Travel & Additional Responsibilities Occasionally join school visits, events, partnership activities or business trips when operational support is required. Participate in Partnership meetings and weekly reviews. Perform other reasonable duties assigned by the Local Partnership Team Leader or Management. Performance may include: School database accuracy and completeness Timeliness of database/activity updates Appointment and visit coordination Overdue follow-up rate MOU documentation accuracy/completion Referral-record accuracy and handover Weekly/monthly reporting accuracy and timeliness Identification of overdue/inactive accounts
Marketing Executive – Mandalay Job Description Company: Elevate Education Department: Marketing Location: Mandalay, Myanmar Employment Type: Full-Time Reports To: Assistant Marketing Manager / Head Office Management Works Closely With: Mandalay Branch, Commercial, Marketing & Local Partnership Teams Salary: MMK 600,000–800,000 per month Vacancy: 1 Position Working Hours: Monday–Friday, 8:30 AM–5:00 PM, with flexibility for events, campaigns and business travel. About the Role Elevate Education is looking for an experienced, creative and highly hands-on Marketing Executive – Mandalay to take ownership of local marketing activities in Mandalay and support activities across Upper Myanmar. This person will be the main on-the-ground marketing person for our Mandalay operation, working closely with the Yangon Head Office Marketing Team and Assistant Marketing Manager. This is not a narrow or desk-based marketing position. The successful candidate should be comfortable working across content, social media, short-form video, events, outreach, local campaigns and lead generation. We are looking for someone who can identify opportunities, propose ideas and personally turn those ideas into action while following Elevate’s overall marketing strategy and brand standards. Key Responsibilities 1. Mandalay Marketing Ownership Take day-to-day ownership of local marketing execution in Mandalay. Develop and execute Mandalay-specific activities according to company strategy. Understand local students, parents, schools, communities and market opportunities. Translate Head Office campaigns into effective local execution. Propose activities specifically relevant to Mandalay and Upper Myanmar. Maintain clear monthly and weekly marketing activity plans. Coordinate with the Mandalay Commercial Team on student-recruitment priorities. Identify local marketing gaps and proactively propose solutions. Maintain Elevate brand standards across local activities. The Executive should continuously consider: What can we do in Mandalay to reach more students, generate more qualified leads and strengthen Elevate’s brand? 2. Lead Generation & Commercial Performance Work toward assigned monthly marketing lead-generation targets. Generate prospective-student inquiries through multiple marketing channels. Track local campaign leads and lead sources accurately. Identify which activities generate meaningful student interest. Recommend changes when activities or lead generation underperform. Support important student-recruitment periods. Review performance regularly with the Assistant Marketing Manager. Marketing should ultimately contribute to: Awareness → Inquiry → Lead → Counseling → Application → Enrollment The Marketing Executive owns local marketing and lead-generation performance. Education Counselors own counseling and conversion after proper handover. 3. Content, Social Media & Short-Form Video Generate content ideas relevant to Mandalay and Upper Myanmar audiences. Adapt Head Office campaigns for local audiences where appropriate. Identify students, locations, events and activities that can become useful content. Develop TikTok/Reels/Shorts ideas and practical social-media videos. Shoot useful videos/photos using smartphones or available company equipment. Conduct simple interviews and direct students/staff appearing in content. Coordinate with professional design/video team members when higher production quality is required. The successful candidate does not need to be a professional videographer. Ideas, speed and effectiveness are more important than cinematic production quality. 4. Events & Lead Generation Independently plan and execute local education seminars, university sessions, student events, school activities, mall activations, exhibitions, workshops and other approved activities. Develop event ideas, plans, timelines, checklists and run sheets. Source venues, obtain quotations and coordinate approved vendors. Coordinate materials, logistics, speakers, university representatives and guests. Monitor registrations and work toward attendance and lead targets. Identify low registrations early and recommend additional local promotion. Capture useful event content. Ensure attendee information and leads are properly collected and transferred to the Commercial Team. A well-organized event with poor attendance is not considered complete marketing success. 5. Outreach, School Activities & Local Activations Identify opportunities such as mall activities, education exhibitions, community/youth events, school events, promotional booths and local collaborations. Research local opportunities and approach relevant organizations. Approach schools for specific seminars, events or marketing activities when necessary. Coordinate with the Local Partnership Team where existing school relationships are involved to avoid conflicting communication. Long-term school partnership ownership remains with the Local Partnership Team. 6. Local Market Intelligence & Collaborations Monitor competitors, local campaigns and study-abroad marketing activities. Understand relevant Mandalay youth trends, student locations and communities. Identify Mandalay-based influencers, KOLs, creators and organizations. Develop collaboration ideas, obtain information/quotations and present recommendations to the Assistant Marketing Manager. Coordinate approved collaborations locally and evaluate results. Head Office should not need to discover every Mandalay opportunity from Yangon. 7. Paid Advertising Support Understand basic digital advertising and identify relevant Mandalay audiences. Recommend local paid campaign ideas, targeting and creative approaches. Monitor local campaign performance and provide market insights to Head Office. Execute selected campaigns when specifically authorized. Report results and recommend improvements. Follow company approval procedures for all advertising spending. 8. Lead Capture & Handover Ensure leads from events, campaigns and outreach are properly captured. Maintain complete and organized registration information. Record accurate lead sources. Support Head Office in reviewing marketing lead performance. 9. Head Office Coordination & Approval Work closely with the Assistant Marketing Manager and Yangon Marketing Team. Participate in planning meetings and follow company strategy and brand guidelines. Submit local campaign ideas and plans and provide regular progress updates. University programs, tuition fees, scholarships, admission requirements, visa information and other education facts must be verified by the appropriate Education/Commercial subject-matter owner before publication. 10. Budget, Reporting & Accountability Prepare proposed budgets and estimates for local activities. Obtain and compare vendor/venue quotations. Recommend cost-effective alternatives and track approved spending. Follow company authorization procedures and make no unauthorized financial commitments. Report activities, leads, campaign results, registrations, attendance, content performance, outreach, competitor observations and upcoming plans. Clearly communicate: What we did → What happened → What results we achieved → What we should do next. Travel & Flexible Working Although based in Mandalay, this role supports marketing activities across Upper Myanmar. Frequent business travel for events, school activities, outreach, content production and campaigns is an important requirement. Candidates must be comfortable with weekend events, occasional evening activities, early event setup, activities outside the office and frequent domestic business travel. Replacement leave/time off following eligible event work may be arranged according to company policy and approval. Key Performance Expectations Performance may include: Marketing-generated leads and lead quality Achievement of Mandalay lead targets Support marketing activities in other locations when required. Perform other reasonable duties assigned by the Assistant Marketing Manager or Management.