Marketing Operations Executive / Bemarkingsbedryfsbestuurder (AN 138)

Introduction / Inleiding

Our client operates within the dynamic marketing and advertising industry, providing creative and strategic solutions that help businesses strengthen their brands, connect with their target audiences, and achieve their marketing objectives. They work across various areas of marketing, which may include digital marketing, brand development, social media, content creation, advertising, campaign management, and creative services.

 

LOCATION: Pretoria East, Gauteng

________________________________________________________________________________

Ons kliënt funksioneer binne die dinamiese bemarkings- en advertensiebedryf en verskaf kreatiewe en strategiese oplossings wat besighede help om hul handelsmerke te versterk, met hul teikenmarkte te skakel en hul bemarkingsdoelwitte te bereik. Hulle werk oor verskeie areas van bemarking, wat digitale bemarking, handelsmerkontwikkeling, sosiale media, inhoudskepping, advertensies, veldtogbestuur en kreatiewe dienste kan insluit.

 

LIGGING: Pretoria-Oos, Gauteng

Key Responsibilities / Hoofverantwoordelikhede

  • Enforce delivery standards across all departments
  • Hold HODs accountable to timelines and quality
  • Ensure briefs, feedback loops and approvals follow process
  • Call out underperformance early and directly
  • Maintain culture of ownership, without  excuses
  • Be comfortable challenging the CEO when needed
  • Run weekly HOD meetings
  • Track departmental KPIs
  • Flag risks before they materilise
  • Ensure departments are resourced correctly
  • Resolve inter-department conflict
  • Make sure teams are not siloed
  • Allow the CEO to step in when required on big decisions, strategy shifts, hiring/firing at senior level, major client risk
  • Oversee production pipeline across clients
  • Ensure capacity planning is accurate
  • Monitor workload vs retainer value
  • Protect team from over-servicing
  • Ensure profitability per account
  • Spot operational inefficiencies
  • Strong understanding/ willingness to learn of agency math including time vs revenue, retainer health, team utilisation, output vs margin
  • Act as the first escalation point for internal issues
  • Raise problems that require CEO input
  • Solution and problem-solving oriented
  • Filter emotional noise from teams
  • Run performance reviews with HODs
  • Track individual output
  • Address underperformance early
  • Handle tough conversations
  • Implement improvement plans
  • Recommend hires/fires
  • Own CRM & workflow systems (managerial, not execution)
  • Refine SOPs
  • Build scalable processes
  • Ensure reporting consistency
  • Standardise briefing structures
  • Have a Financial awareness (in tandem with the CEO) over the following aspects; retainer profitability, team cost vs revenue, project margins, resource allocation and budget discipline.
  • Assist in defining roles before hiring
  • Interview for operational fit (or sit in with HODs to ensure correct hires are made)
  • Spot team gaps early and proactively
  • Plan structure for growth
  • Ensure new hires integrate properly
  • Protect high performance culture
  • Remove passengers
  • Reward strong operators
  • Maintain pace and urgency
  • Keep standards high
  • Ensure teams don’t get comfortable
  • Translate the CEO's vision into action plans
  • Ensure company priorities are executed
  • Track quarterly goals
  • Keep leadership aligned
  • Build and push momentum
    ___________________________________________________________________________
  • Handhaaf uitleweringstandaarde oor alle departemente heen.
  • Hou departementshoofde verantwoordelik vir sperdatums en kwaliteit.
  • Verseker dat opdragte, terugvoersiklusse en goedkeuringsprosesse volgens die korrekte prosedures verloop.
  • Identifiseer en spreek onderprestasie vroegtydig en direk aan.
  • Handhaaf ’n kultuur van eienaarskap, sonder verskonings.
  • Wees gemaklik om die HUB uit te daag wanneer nodig.
  • Lei weeklikse departementshoofvergaderings.
  • Monitor departementele KPI’s.
  • Identifiseer risiko’s voordat dit realiseer.
  • Verseker dat departemente korrek beman en toegerus is.
  • Los interdepartementele konflik op.
  • Verseker dat spanne nie in afsonderlike silo’s funksioneer nie.
  • Laat die HUB toe om betrokke te raak wanneer nodig by groot besluite, strategiese veranderinge, aanstellings/afleggings op senior vlak en groot kliënterisiko’s.
  • Hou toesig oor die produksiepyplyn oor alle kliënte heen.
  • Verseker dat kapasiteitsbeplanning akkuraat is.
  • Monitor werkslading teenoor retainerwaarde.
  • Beskerm die span teen oormatige dienslewering.
  • Verseker winsgewendheid per rekening.
  • Identifiseer operasionele ondoeltreffendhede.
  • Sterk begrip van, of bereidwilligheid om te leer oor, agentskapberekeninge insluitend tyd teenoor inkomste, retainergesondheid, spanbenutting en uitset teenoor winsgrens.
  • Tree op as die eerste eskalasiepunt vir interne kwessies.
  • Verhoog probleme wat insette vanaf die HUB benodig.
  • Fokus op oplossings en probleemoplossing.
  • Filtreer emosionele geraas vanaf spanne.
  • Voer prestasiebeoordelings met departementshoofde uit.
  • Monitor individuele uitsette.
  • Spreek onderprestasie vroegtydig aan.
  • Hanteer moeilike gesprekke.
  • Implementeer verbeteringsplanne.
  • Beveel aanstellings/afleggings aan.
  • Besit CRM- en werkvloeistelsels (bestuursvlak, nie uitvoerend nie).
  • Verfyn standaardbedryfsprosedures (SOP’s).
  • Bou skaalbare prosesse.
  • Verseker konsekwentheid in verslagdoening.
  • Standaardiseer opdragstrukture.
  • Beskik oor finansiële bewustheid (in samewerking met die HUB) rakende die volgende aspekte: retainerwinsgewendheid, spankoste teenoor inkomste, projekmarges, hulpbrontoewysing en begrotingsdissipline.
  • Help om rolle te definieer voordat aanstellings gemaak word.
  • Voer onderhoude vir operasionele passing uit (of sit saam met departementshoofde om te verseker dat die korrekte aanstellings gemaak word).
  • Identifiseer spanleemtes vroegtydig en proaktief.
  • Beplan strukture vir groei.
  • Verseker dat nuwe aanstellings behoorlik geïntegreer word.
  • Beskerm ’n hoëprestasiekultuur.
  • Verwyder persone wat nie bydra nie.
  • Beloon sterk presteerders.
  • Handhaaf tempo en dringendheid.
  • Handhaaf hoë standaarde.
  • Verseker dat spanne nie gemaklik raak nie.
  • Vertaal die HUB se visie na aksieplanne.
  • Verseker dat maatskappyprioriteite uitgevoer word.
  • Monitor kwartaallikse doelwitte.
  • Verseker dat leierskap belyn bly.
  • Bou en dryf momentum.

Minimum Requirements / Minimum Vereistes

  • Experience within a marketing agency.
  • Knowledge and experience in marketing.
  • Experience with team management and collaborating across multiple departments is essential.
  • Must understand people well and possess strong interpersonal skills.
  • Must have a go-getter attitude, be competitive, confident, and highly organised administratively.
  • Must be comfortable enforcing strict discipline, have a thick skin, and possess basic knowledge of HR processes.
  • A high level of professional judgement is highly important.
  • Must be comfortable working in a high-pressure environment and have the ability to perform effectively under pressure.

________________________________________________________________________________

  • Ondervinding in bemarkings agentskap.
  • Kennis en ervaring met bemarking.
  • Ervaring met spanbestuur en om oor verskeie departemente heen saam te werk, is noodsaaklik.
  • Moet mense goed verstaan en oor sterk interpersoonlike vaardighede beskik.
  • Moet ’n go-getter houding hê, kompeterend, selfversekerd en baie sterk administratief wees.
  • Moet gemaklik wees om streng dissipline toe te pas, ’n dik vel hê en oor basiese kennis van HR-prosesse beskik.
  • ’n Hoë vlak van professionele oordeel is baie belangrik.
  • Moet gemaklik wees in ’n hoëdruk-omgewing en die vermoë hê om onder druk te funksioneer.

Salary / Salaris

Market Related

______________________________________________________________________________
Mark Verwant

Back to blog

Other Jobs To Apply

No other job posts for this day.

Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...