Ongoing Recruitment at the People Practice

Our client, a non profit organisation in the education sector, is looking to hire a Marketing & Communications Lead who will be involved in developing and executing a medium-to-long-term brand marketing and communications strategy that will enable the company to achieve its goals of delivering 21st-century skills training to youth and engaging thousands of employers committed to hiring more inclusively based on these competencies. The Marcomms Lead will also oversee all marketing communications operations for the company, execute the current Integrated Marketing Communications (IMC) strategy, develop the brand’s positioning and deliver on the communication goals. In addition, this role will lead in building out the structure and marketing communications service for the whole organisation.

Responsibilities

 Strategic Planning

• Develop and implement comprehensive marketing and communications plans aligned with organizational goals and objectives.
• Identify target audience segments and develop strategies to effectively reach and engage them through various channels.

Content Development

• Create compelling and persuasive content for marketing materials, including website copy, social media posts, email newsletters, press releases, and promotional materials.
• Collaborate with program teams to highlight success stories, testimonials, and impact stories that showcase the effectiveness of our programs.

Digital Marketing

• Manage and oversee digital marketing campaigns across multiple platforms, including social media, email marketing, search engine optimization (SEO), and online advertising.
• Monitor and analyse key performance indicators (KPIs) to track the effectiveness of digital marketing efforts and optimize strategies for maximum impact.

Media Relations

• Cultivate relationships with media outlets, journalists, and influencers to generate positive media coverage and increase visibility for our organization and programs.
• Prepare and distribute press releases, media pitches, and media kits to secure media placements and coverage.

Brand Management

• Ensure brand consistency and integrity across all communication channels and materials, including logos, colours, messaging, and visual identity.
• Develop and enforce brand guidelines to maintain a cohesive and recognizable brand presence.

Others

• Develop and manage the department’s budget and cash advances, monitoring expenditure and work within communications budget for other departments, to meet agreed upon communication objectives.
• Oversee and coordinate engagement, outreach and communications activities to develop brand awareness consistent with the company’s goals and objectives.

Qualifications

• BSc degree in marketing, communications, public relations or related field.
• Minimum of 3-5 years of experience in marketing, communications, public relations or related field. 
• Proven experience in marketing and communications, preferably in the non-profit or social impact sector.
• Proficiency in digital marketing tools and platforms, including social media management, email marketing, and website analytics.
•  Proficiency in Google workspace programs, including google doc, google sheet, and google slides.

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Our client, a non-profit organisation in the education sector, is looking to hire an Employee Experience Lead who will be responsible for designing, managing, and supporting the entire life cycle of staff members of the organization, from recruitment to retention to growth. The Employee Experience Lead will support the entire organization through effective collaboration with the Department Leads, and Senior Leadership to maximize the employee experience based on the organization’s value proposition. 

Responsibilities

• Talent Acquisition: Recruit, interview, hire, and train new staff- Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings. Develop and execute initiatives that reinforce the company’s employee value proposition (Mastery, Meaning, Membership) and culture with a high level of detail and organization.
• Employee Engagement and Retention: Develop and implement initiatives to promote employee engagement, satisfaction, and retention. Conduct employee surveys, analyse feedback, and recommend actions to address areas of improvement.
• Performance Management: Oversee the performance management process, including setting performance goals, conducting performance reviews, and providing feedback and coaching to employees. Develop and implement performance improvement plans as needed.
• HR Policies and Procedures: Develop, implement, and maintain HR policies, procedures, and employee handbook. Ensure policies are communicated effectively to employees and consistently applied across the organization.
• Training and Development: Identify training needs and develop training programs to enhance employee skills and competencies. Coordinate employee training sessions and workshops, both internally and externally sourced.
• HR Compliance: Maintain compliance with national, state, and local employment laws and regulations, and recommend best practices; reviews policies and practices to maintain compliance.
• Compensation and Benefits: Administer employee compensation and benefits programs, including salary administration, bonus plans, health insurance, and other employee benefits. Ensure compliance with legal requirements and market standards.
• Employee Engagement and Retention: Develop and implement initiatives to promote employee engagement, satisfaction, and retention. Conduct employee surveys, analyse feedback, and recommend actions to address areas of improvement.
• HR Metrics and Reporting: Collect and analyse HR data to track key metrics such as turnover rates, employee satisfaction, and diversity metrics. Prepare regular reports and presentations for management to inform decision-making.
• HR Administration: Oversee HR administrative functions, including maintaining employee records, processing payroll, managing HRIS systems, and ensuring accurate and timely documentation.
• Handles discipline and termination of employees in accordance with company policy
• Develop and monitors an annual budget that includes Human Resources services
• Participate in brainstorming sessions for culture initiatives using insight gathered from the employee base.
• Communicate organizational decisions from senior leadership to organization. Report to management and provide decision support through HR metrics
• Be the company's culture keeper in key areas (Communication, Transparent and effective decision making)
• Performs other duties as assigned.

Qualification

• Minimum BSc degree in Human Resources Management/Administration or related field. 
• Minimum of 4-5 years of experience in Human Resource sector.
• Have necessary HR certifications (e.g. PHR, SHRM-CP, SPHR, etc.)
• Strong understanding of talent management principles, retention, compliance and best practices.
• Proficient in HR software and applicant tracking systems (ATS).

Must have skills

• Organized to handle multiple tasks in a timely manner while managing expectations along the way
• Ability to lead people by supporting them to perform their tasks effectively
• Communicate complicated matters in a simple, structured way across the entire organization from entry-level to senior leadership
• Approachable and able to build trust with team members
• Ability to multitask and problem solve varying team member needs (Health, PD, Leave requests, Pension, Taxes, Salaries, Payslips, as well as varying day to day needs)
• Proactive problem solving to understand the direction of the organization, while also ensuring it aligns with staff needs
• Ability to communicate effectively (verbal, written, digital, non-verbal) with a diverse set of employees in a way that builds trust, shows genuine care and respect for the whole person, and demonstrates generous listening.
• Strategic thinking to effectively map out the direction of the organization.