Marketing & Communications Coordinator

SUMMARY:

Marketing and Communications Coordinator

POSITION INFO:

• Collaboration with marketing and technical staff in Strategic Business Units (SBUs).
• Gathering written and visual marketing and technical material.
• Developing and implementing internal and external communications.
• Facilitating the development of marketing collateral.
• Provision of marketing support to business development initiatives.
• Review and adjustment of content to ensure quality and consistency.
• Management of website content, social media content, copywriting, visual components, and videos.
• Liaison with graphic designers and other third-party service providers.
• Collaboration with SRK’s service providers.
• Coordination and adherence to publication schedules and deadlines.
• Production of intranet and other internal communications.
• Supporting the facilitation of promotional items and corporate clothing.
• Supporting the coordination of events i.e. media functions/conferences/exhibitions.

• A proactive, adaptable approach to work duties.
• The confidence to work both independently and collaboratively.
• Excellent written and verbal communication skills.
• Focused, detail-oriented work habits.
• Proficiency in digital/social media marketing (e.g., LinkedIn).
• A proven ability to multi-task and meet deadlines.
• An aptitude to adapt to new technologies.
• Strong computer literacy with Microsoft Office 365, Adobe Creative Suite, and content management systems.
• A strong sense of personal responsibility and accountability, with an outgoing personality.
• Excellent organisational skills, professionalism, and the ability to maintain discretion and display excellent judgement.
• Proven time management between multiple tasks and various activities.

• A marketing, public relations, or communications-related degree (an Honours degree would be advantageous).
• 5 to 10 years of experience in the fields of marketing and corporate communications.

• Pay above-average packages for good performance and monitor the remuneration structure in each relevant market so that we don’t fall behind;
• Accommodate individual preferences for work assignments and schedules as far as possible;
• Support an open-door policy. Where employees feel they have difficulty in discussing concerns with their seniors, they have direct access to any Partner, Member of the Human Resources Committee or the Human Resources Manager and ultimately the Managing Director.